Industry Based Vocational Higher Education Management Model (IVHEMM) On Engin...AM Publications
Industrial participation in an educational development remains low. This case caused by the absence of clear and detailed provisions of the Government about industrial involvement in the development of vocational higher education. There are several factors that influence the success of a cooperation program in vocational higher education with industry, such as : discrepancy of competency which is produced by higher education with the needs of industry, the lack of industry concern on education, the implementation of quality culture, the application of ICT technology, poor attitude of entrepreneurs, and the work of higher education which do not have commercial value. The research objective is to develop a vocational higher education management model on engineering industry. Preliminary studies conducted at several vocational universities namely Semarang State Polytechnic, ATMI Polytechnic, Bandung Manufacture Polytechnic, Ceper Manufacture Polytechnic and Academy of PIKA. The method of this research apply R & D (Research and Development) with the phases of conducting some preliminary research, developing and testing the product of vocational higher education management model research on engineering industry. Results of the research formulate vocational higher education management model on engineering and guidebooks. The novelty of this study is the importance of improving management performance in vocational higher education. The factors that influence the performance improvement of vocational education management are (1) the level of better industrial relations; (2) the application of quality culture in vocational higher education, (3) strategic technological adaptation to the environment, and (4) the improvement of the quality of education through the implementation of Total Quality Management Education.
Innovation: Knowledge Management in the Innovating IndustriesAI Publications
Companies rely on human effort or human intelligent as the main factor to develop and innovate their product or services under their commandments by providing them different means from security equipment and technology. This research aimed to exhibit the role and effectiveness of knowledge in the performance of knowledge management in innovating industries, and the prescriptive views through the revolution of renew and develop industry. The primary purpose for applied this research is discover the importance's of knowledge management in improving and the innovating in the industry to increase the productivity, services and advancement of knowledge management .Also, the research aimed to find out the managers opinion in many companies in such type of administrations, by interviewing some of them in many companies, overview the activities that undertaken by respondents towards developing Knowledge Management program, it was evident that organizations had failed to comprehend the cultural implications of KM. As results of respondent's analysis, the most respondents do not have a fully integrated KM program, so the indicator proven that, In Kurdistan, most organizations have insufficiency of knowledge management, shortage of experience, and suffering from many problems, which appeared in formal measuring constructs for the measurement of the benefits of knowledge assets to organizational performance. As well as the research aimed to analyze the importance of knowledge management in building the process of knowledge system in firms, and the satisfaction of customers need to increase the productivity of organizational though the commitment of innovative. Therefore, Companies that dedicate time and resources to protecting their intellectual property assets can increase their competitive edge. Reversing the poor organization of knowledge resources is a more important cause of the perceived lack of easy access than any failure in communications or lack of staff IT skills or incentives.
Evaluation of Human Resource Management Practices on the Productivity and Per...IOSR Journals
The objective of any organization or firm is to achieve higher productivity. The concept of Human Resources within organizations is very vital in the management and survival of any organization; this is because their performance is influenced by a set of human resource practices. The main focus of this study is to determine if human resources management practices (Human resources (HR) Planning, training and development) affect productivity and performance of Transport Organizations. The human resource management practices or HRM practices have to be addressed in this position, in order to examine productivity and performance of the organization. In analyzing the data, both descriptive and inferential statistics were used. A total of 75 questionnaires was distributed out of which 60 was returned. Result of analysis showed that training and development enhances productivity of transport organizations and also adequate human resources planning promotes employee productivity and organizational performance. It is therefore recommended that all level of employees receive adequate training and proper human resource planning should be in place to promote productivity and performance of the Transport industry in Nigeria.
Entrepreneurship in Malaysia Polytechnicsalihamzahali
The Malaysia polytechnics is expected to lead the field of thrust programs (niche area) and specific technology that can produce quality graduates with entrepreneurship abilities. The paper seeks answers how current entrepreneurship education in Malaysia polytechnics encourages the development of entrepreneurship education in the institutions. In this study, data were collected from Higher Learning Institutions Tracer Study Report from 2012 until 2015 and Key Performance Index (KPI) 2016 and 2017 for Entrepreneurship in Malaysian Polytechnic. A finding shows that entrepreneurship has inclined in Malaysia Polytechnics according to industrial needs and based-on the development of the country. The establishments of Malaysian Polytechnic Entrepreneurship Centre (MPEC) become a great achievement for polytechnic education system in Malaysia. The findings will draw a clearer understanding and better picture of the common features exist in what seems to be a fragmented field of study.
Promoting an Institute: An essential obligation for Technical Education Evolu...Prashant Mahajan
Purpose:Technical education in India contributes a major share to the overall education system and plays a
vital role in the social and economic development of the nation. Despite of rapid growth of technical
education in last decade in terms of the no. of institutes and intake capacity in India, institutes failed to
attract enrollments. Last three years saw, increasing gap in between the actual no. of enrollments and intake
capacity; 46% of seats were vacant in Technical Education in India in 2015. The purpose of this paper is to
highlight institute’s role in promoting enrollments in Technical education.
Design methodology: A qualitative research by a survey (through a structured questionnaire) of students
who are presently enrolled (Current-students) and those who have completed their study (Alumni) belonging
to the institutes offering Technical Education situated in Khandesh region of India and affiliated to the
North Maharashtra University, Jalgaon.
Findings: The study found that diversified characteristics of enrollments are related with the promotion mix
of TE institute in selection of technical educational institute. This study investigates the usefulness of school
visits, institution publications, websites, campus visits, word-of-mouth (friends, alumni, school teachers),
advertisements (radio, television, magazines) and events on campus, as a tool of promotion. Social
Networking and Institute’s Website are the new forms of promotion mix in selection TE institute in rural
part of India.
Research limitations: The survey is delimited to the enrollments of technical education belonging to North
Maharashtra University, Jalgaon and located in Khandesh region of India.
Practical implications
60-70% of population belongs to rural part of India. Different promotional strategies of promotion mix can
be used based on geographic and demographic segmentation. This will enhance, making awareness,
fondness regarding Technical Education in the rural part and will act as lubricant in decision making of
selecting their technical educational institute.
Keywords: Enrollments, Segmentation, Promotion Mix, Technical Education.
Industry Based Vocational Higher Education Management Model (IVHEMM) On Engin...AM Publications
Industrial participation in an educational development remains low. This case caused by the absence of clear and detailed provisions of the Government about industrial involvement in the development of vocational higher education. There are several factors that influence the success of a cooperation program in vocational higher education with industry, such as : discrepancy of competency which is produced by higher education with the needs of industry, the lack of industry concern on education, the implementation of quality culture, the application of ICT technology, poor attitude of entrepreneurs, and the work of higher education which do not have commercial value. The research objective is to develop a vocational higher education management model on engineering industry. Preliminary studies conducted at several vocational universities namely Semarang State Polytechnic, ATMI Polytechnic, Bandung Manufacture Polytechnic, Ceper Manufacture Polytechnic and Academy of PIKA. The method of this research apply R & D (Research and Development) with the phases of conducting some preliminary research, developing and testing the product of vocational higher education management model research on engineering industry. Results of the research formulate vocational higher education management model on engineering and guidebooks. The novelty of this study is the importance of improving management performance in vocational higher education. The factors that influence the performance improvement of vocational education management are (1) the level of better industrial relations; (2) the application of quality culture in vocational higher education, (3) strategic technological adaptation to the environment, and (4) the improvement of the quality of education through the implementation of Total Quality Management Education.
Innovation: Knowledge Management in the Innovating IndustriesAI Publications
Companies rely on human effort or human intelligent as the main factor to develop and innovate their product or services under their commandments by providing them different means from security equipment and technology. This research aimed to exhibit the role and effectiveness of knowledge in the performance of knowledge management in innovating industries, and the prescriptive views through the revolution of renew and develop industry. The primary purpose for applied this research is discover the importance's of knowledge management in improving and the innovating in the industry to increase the productivity, services and advancement of knowledge management .Also, the research aimed to find out the managers opinion in many companies in such type of administrations, by interviewing some of them in many companies, overview the activities that undertaken by respondents towards developing Knowledge Management program, it was evident that organizations had failed to comprehend the cultural implications of KM. As results of respondent's analysis, the most respondents do not have a fully integrated KM program, so the indicator proven that, In Kurdistan, most organizations have insufficiency of knowledge management, shortage of experience, and suffering from many problems, which appeared in formal measuring constructs for the measurement of the benefits of knowledge assets to organizational performance. As well as the research aimed to analyze the importance of knowledge management in building the process of knowledge system in firms, and the satisfaction of customers need to increase the productivity of organizational though the commitment of innovative. Therefore, Companies that dedicate time and resources to protecting their intellectual property assets can increase their competitive edge. Reversing the poor organization of knowledge resources is a more important cause of the perceived lack of easy access than any failure in communications or lack of staff IT skills or incentives.
Evaluation of Human Resource Management Practices on the Productivity and Per...IOSR Journals
The objective of any organization or firm is to achieve higher productivity. The concept of Human Resources within organizations is very vital in the management and survival of any organization; this is because their performance is influenced by a set of human resource practices. The main focus of this study is to determine if human resources management practices (Human resources (HR) Planning, training and development) affect productivity and performance of Transport Organizations. The human resource management practices or HRM practices have to be addressed in this position, in order to examine productivity and performance of the organization. In analyzing the data, both descriptive and inferential statistics were used. A total of 75 questionnaires was distributed out of which 60 was returned. Result of analysis showed that training and development enhances productivity of transport organizations and also adequate human resources planning promotes employee productivity and organizational performance. It is therefore recommended that all level of employees receive adequate training and proper human resource planning should be in place to promote productivity and performance of the Transport industry in Nigeria.
Entrepreneurship in Malaysia Polytechnicsalihamzahali
The Malaysia polytechnics is expected to lead the field of thrust programs (niche area) and specific technology that can produce quality graduates with entrepreneurship abilities. The paper seeks answers how current entrepreneurship education in Malaysia polytechnics encourages the development of entrepreneurship education in the institutions. In this study, data were collected from Higher Learning Institutions Tracer Study Report from 2012 until 2015 and Key Performance Index (KPI) 2016 and 2017 for Entrepreneurship in Malaysian Polytechnic. A finding shows that entrepreneurship has inclined in Malaysia Polytechnics according to industrial needs and based-on the development of the country. The establishments of Malaysian Polytechnic Entrepreneurship Centre (MPEC) become a great achievement for polytechnic education system in Malaysia. The findings will draw a clearer understanding and better picture of the common features exist in what seems to be a fragmented field of study.
Promoting an Institute: An essential obligation for Technical Education Evolu...Prashant Mahajan
Purpose:Technical education in India contributes a major share to the overall education system and plays a
vital role in the social and economic development of the nation. Despite of rapid growth of technical
education in last decade in terms of the no. of institutes and intake capacity in India, institutes failed to
attract enrollments. Last three years saw, increasing gap in between the actual no. of enrollments and intake
capacity; 46% of seats were vacant in Technical Education in India in 2015. The purpose of this paper is to
highlight institute’s role in promoting enrollments in Technical education.
Design methodology: A qualitative research by a survey (through a structured questionnaire) of students
who are presently enrolled (Current-students) and those who have completed their study (Alumni) belonging
to the institutes offering Technical Education situated in Khandesh region of India and affiliated to the
North Maharashtra University, Jalgaon.
Findings: The study found that diversified characteristics of enrollments are related with the promotion mix
of TE institute in selection of technical educational institute. This study investigates the usefulness of school
visits, institution publications, websites, campus visits, word-of-mouth (friends, alumni, school teachers),
advertisements (radio, television, magazines) and events on campus, as a tool of promotion. Social
Networking and Institute’s Website are the new forms of promotion mix in selection TE institute in rural
part of India.
Research limitations: The survey is delimited to the enrollments of technical education belonging to North
Maharashtra University, Jalgaon and located in Khandesh region of India.
Practical implications
60-70% of population belongs to rural part of India. Different promotional strategies of promotion mix can
be used based on geographic and demographic segmentation. This will enhance, making awareness,
fondness regarding Technical Education in the rural part and will act as lubricant in decision making of
selecting their technical educational institute.
Keywords: Enrollments, Segmentation, Promotion Mix, Technical Education.
A Study on Effectiveness of Recruitment ChannelsProjects Kart
The objective of the study is to develop a Recruitment channel, which will be utilized to ensure that GO GO International Pvt. Ltd is able to identify and prepare for filling key organizational positions with qualified candidates, in advance of actual need, and to assist in managing diversity and workforce planning. Another related objective is to have the right people available, at the right place, at the right time in order to ensure smooth ongoing operations. In other words, to develop effective recruitment process which would grow as well as retain talent and maintain leadership continuity· Develop and prepare a pool of talents to meet future business requirements.
Recruiting and retaining employees in the industry is a critical issue. Smart, ambitious, and highly motivated employees are difficult to keep. Attracting and retaining these people is a challenge. Qualified personnel have to be compensated well and require work that develops their skills and matches their personal interests. Since technical employees require challenging and rewarding work, a slightly different plan must be employed to successfully recruit and retain these workers. Some key factors that aid the recruiting of outstanding technical people are salary, benefits, the organization’s reputation, and rewarding work.
Role of Entrepreneurship Education in Development and Promotion of Entreprene...Dr. Amarjeet Singh
Education in the area of entrepreneurship plays a significant role in the development of entrepreneurial skills in the individuals. It may help youth to develop skill, ability of decision making, risk taking ability, manage any situation, and proper acquisition of knowledge which could benefit them for starting, organizing and managing their own enterprises and became helpful in economic development. The target population is 417 graduates or post graduates students from the Entrepreneurship Development Cells (EDC) of premier institutions (two government and two private institutions) in which 136 were selected randomly as a sample for study. Descriptive and inferential statistics were used for analyzing the data with the help of SPSS 22.0 software. Present study evidences the role of EDCs in the skill development of male and female is equal in all components like ability of taking decisions, creativity, Research, Development and Innovation, taking initiatives and so on. Entrepreneur development cells of any institutions, programs and their faculties haven’t made any difference on the basic of gender. Their all programs are equal for all.
Empowering MSMEs - Skills Development of the MSME Sector - Part - 7Resurgent India
One of the thrust areas for increasing the competitiveness of MSMEs includes skills development. Skills development not only helps in improving productivity but also fosters entrepreneurship. Hence, it is imperative for the concerned governmental agencies, trade associations and MSMEs to come together and discuss on how to make training programmers relevant and attractive for MSMEs. The lack of human resources has been a long-standing problem faced by MSMEs in the country. Despite India’s large pool of human resources, the MSMEs continue to lack skilled manpower required for manufacturing, marketing, servicing, etc.
This expert meeting of the ESSSA initiative will provide a unique opportunity to share international experience in addressing the issue of skills mismatch as a way to contribute to more inclusive growth and good quality job creation across Southeast Asian countries.
Globally, logistics is an important economic
activity valued at about USD 320 billion a year and growing at
an annual rate of 3 to 10 percent. Malaysia has recognized the
industry as the main key towards enhancing Malaysia’s progress
on becoming a globally competitive fully developed nation. It
was predicted that the logistics industry would grow at 8.6%
during the year 2006 – 2020 plan period and contribute 12.1% to
Growth Domestic Product (GDP) by 2020. Therefore, the
development of the human capital or human resource for the
logistics industry in Malaysia becomes important in confirming
the nation’s competitiveness. Accordingly, the aim of this study
is to produce a feasible framework of human-resource
development for the logistics industry in Malaysia.
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.
From a million graduates every year, only 3% is appropriately employable to skilfully accomplish productive jobs. About half of the country’s people being young people; this presents a remarkable opportunity that can be utilised for the social, economic and sustainable growth of nation. Although, India boasts of having approximately 3.4 million skilled manpower, but the country will need around 500 million skilled workers, according to a report by ILO (Indian Labour Organisation) by 2022. This proposition presents as an imperative national priority to be addressed by addressing the issue of skill gap. Skill building is very important for making the aim of “Make in India”, a campaign announced by Present Prime Minister, Sh. Narendra Modi, a real success. This paper seeks to address the issue of skill gap and strives to present some key suggestions for skill building. Keywords: From a million graduates every year, only 3% is appropriately employable to skilfully accomplish productive jobs. About half of the country’s people being young people; this presents a remarkable opportunity that can be utilised for the social, economic and sustainable growth of nation. Although, India boasts of having approximately 3.4 million skilled manpower, but the country will need around 500 million skilled workers, according to a report by ILO (Indian Labour Organisation) by 2022. This proposition presents as an imperative national priority to be addressed by addressing the issue of skill gap. Skill building is very important for making the aim of “Make in India”, a campaign announced by Present Prime Minister, Sh. Narendra Modi, a real success. This paper seeks to address the issue of skill gap and strives to present some key suggestions for skill building.
From a million graduates every year, only 3% is appropriately employable
to skilfully accomplish productive jobs. About half of the country’s people
being young people; this presents a remarkable opportunity that can be
utilised for the social, economic and sustainable growth of nation.
Although, India boasts of having approximately 3.4 million skilled
manpower, but the country will need around 500 million skilled workers,
according to a report by ILO (Indian Labour Organisation) by 2022. This
proposition presents as an imperative national priority to be addressed by
addressing the issue of skill gap. Skill building is very important for making
the aim of “Make in India”, a campaign announced by Present Prime
Minister, Sh. Narendra Modi, a real success. This paper seeks to address the
issue of skill gap and strives to present some key suggestions for skill
building.
Keywords:
Practices and Challenges of Implementing Kaizen at Small and Micro Enterprises (SMEs) of Gulele Sub City with the collaboration of Entoto TVET polytechnic college.
A Study on Effectiveness of Recruitment ChannelsProjects Kart
The objective of the study is to develop a Recruitment channel, which will be utilized to ensure that GO GO International Pvt. Ltd is able to identify and prepare for filling key organizational positions with qualified candidates, in advance of actual need, and to assist in managing diversity and workforce planning. Another related objective is to have the right people available, at the right place, at the right time in order to ensure smooth ongoing operations. In other words, to develop effective recruitment process which would grow as well as retain talent and maintain leadership continuity· Develop and prepare a pool of talents to meet future business requirements.
Recruiting and retaining employees in the industry is a critical issue. Smart, ambitious, and highly motivated employees are difficult to keep. Attracting and retaining these people is a challenge. Qualified personnel have to be compensated well and require work that develops their skills and matches their personal interests. Since technical employees require challenging and rewarding work, a slightly different plan must be employed to successfully recruit and retain these workers. Some key factors that aid the recruiting of outstanding technical people are salary, benefits, the organization’s reputation, and rewarding work.
Role of Entrepreneurship Education in Development and Promotion of Entreprene...Dr. Amarjeet Singh
Education in the area of entrepreneurship plays a significant role in the development of entrepreneurial skills in the individuals. It may help youth to develop skill, ability of decision making, risk taking ability, manage any situation, and proper acquisition of knowledge which could benefit them for starting, organizing and managing their own enterprises and became helpful in economic development. The target population is 417 graduates or post graduates students from the Entrepreneurship Development Cells (EDC) of premier institutions (two government and two private institutions) in which 136 were selected randomly as a sample for study. Descriptive and inferential statistics were used for analyzing the data with the help of SPSS 22.0 software. Present study evidences the role of EDCs in the skill development of male and female is equal in all components like ability of taking decisions, creativity, Research, Development and Innovation, taking initiatives and so on. Entrepreneur development cells of any institutions, programs and their faculties haven’t made any difference on the basic of gender. Their all programs are equal for all.
Empowering MSMEs - Skills Development of the MSME Sector - Part - 7Resurgent India
One of the thrust areas for increasing the competitiveness of MSMEs includes skills development. Skills development not only helps in improving productivity but also fosters entrepreneurship. Hence, it is imperative for the concerned governmental agencies, trade associations and MSMEs to come together and discuss on how to make training programmers relevant and attractive for MSMEs. The lack of human resources has been a long-standing problem faced by MSMEs in the country. Despite India’s large pool of human resources, the MSMEs continue to lack skilled manpower required for manufacturing, marketing, servicing, etc.
This expert meeting of the ESSSA initiative will provide a unique opportunity to share international experience in addressing the issue of skills mismatch as a way to contribute to more inclusive growth and good quality job creation across Southeast Asian countries.
Globally, logistics is an important economic
activity valued at about USD 320 billion a year and growing at
an annual rate of 3 to 10 percent. Malaysia has recognized the
industry as the main key towards enhancing Malaysia’s progress
on becoming a globally competitive fully developed nation. It
was predicted that the logistics industry would grow at 8.6%
during the year 2006 – 2020 plan period and contribute 12.1% to
Growth Domestic Product (GDP) by 2020. Therefore, the
development of the human capital or human resource for the
logistics industry in Malaysia becomes important in confirming
the nation’s competitiveness. Accordingly, the aim of this study
is to produce a feasible framework of human-resource
development for the logistics industry in Malaysia.
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.
From a million graduates every year, only 3% is appropriately employable to skilfully accomplish productive jobs. About half of the country’s people being young people; this presents a remarkable opportunity that can be utilised for the social, economic and sustainable growth of nation. Although, India boasts of having approximately 3.4 million skilled manpower, but the country will need around 500 million skilled workers, according to a report by ILO (Indian Labour Organisation) by 2022. This proposition presents as an imperative national priority to be addressed by addressing the issue of skill gap. Skill building is very important for making the aim of “Make in India”, a campaign announced by Present Prime Minister, Sh. Narendra Modi, a real success. This paper seeks to address the issue of skill gap and strives to present some key suggestions for skill building. Keywords: From a million graduates every year, only 3% is appropriately employable to skilfully accomplish productive jobs. About half of the country’s people being young people; this presents a remarkable opportunity that can be utilised for the social, economic and sustainable growth of nation. Although, India boasts of having approximately 3.4 million skilled manpower, but the country will need around 500 million skilled workers, according to a report by ILO (Indian Labour Organisation) by 2022. This proposition presents as an imperative national priority to be addressed by addressing the issue of skill gap. Skill building is very important for making the aim of “Make in India”, a campaign announced by Present Prime Minister, Sh. Narendra Modi, a real success. This paper seeks to address the issue of skill gap and strives to present some key suggestions for skill building.
From a million graduates every year, only 3% is appropriately employable
to skilfully accomplish productive jobs. About half of the country’s people
being young people; this presents a remarkable opportunity that can be
utilised for the social, economic and sustainable growth of nation.
Although, India boasts of having approximately 3.4 million skilled
manpower, but the country will need around 500 million skilled workers,
according to a report by ILO (Indian Labour Organisation) by 2022. This
proposition presents as an imperative national priority to be addressed by
addressing the issue of skill gap. Skill building is very important for making
the aim of “Make in India”, a campaign announced by Present Prime
Minister, Sh. Narendra Modi, a real success. This paper seeks to address the
issue of skill gap and strives to present some key suggestions for skill
building.
Keywords:
Practices and Challenges of Implementing Kaizen at Small and Micro Enterprises (SMEs) of Gulele Sub City with the collaboration of Entoto TVET polytechnic college.
Exploring Factors Affecting the Success of TVET-Industry Partnership: A Case ...AJHSSR Journal
ABSTRACT: The purpose of this study was to explore factors affecting the success of TVET-industry
partnerships. A case study design of the qualitative research method was used to achieve this objective. For the
study, one polytechnic college of Oromia regional state, and two industries were purposively selected. From the
sample polytechnic college and industries, a total of 17 sample respondents were selected. Out of 17
respondents, 10 respondents were selected using the snowball sampling method, and the rest 7 respondents were
selected using the purposive sampling technique. The qualitative data were collected through an in-depth
interview and document analysis. The data were analyzed using thematic approaches. The findings revealed that
TVET-industry partnerships were found weak. Lack of key stakeholder‟s awareness shortage of improved
training equipment and machines in polytechnic colleges, absence of trainee health insurance policy, lack of
incentive mechanisms for private industries, lack of employer industries involvement in designing and
developing occupational standards, and preparation of curriculum were some of the impediments of TVETindustry partnership. Based on the findings it was recommended that the Oromia TVET bureau in collaboration
with other relevant concerned regional authorities and TVET colleges, set new strategies for creating strong
awareness for industries, companies, and other relevant stakeholders on the purpose and advantages of
implementing successful TVET-industry partnership. Finally, the Oromia regional government in collaboration
with the TVET bureau needs to create policy-supported incentive strategies such as giving occasional privileges
of duty-free import, tax reduction, and regional government recognition awards based on the level of partnership
contribution to TVET institutions in promoting TVET-industry partnership.
KEY WORDS: employability skills, industries, and partnership
A Skills beyond School Review of Egypt examines what type of training is needed to meet the needs of a changing economy, how programmes should be funded, how they should be linked to academic and university programmes, and how employers and unions can be engaged. The country reviews in the series form part of Skills beyond School, the OECD policy review of postsecondary vocational education and training.
Contribution of Skill Development Program on Self-Employment in Nyamagana Dis...AI Publications
This study aimed to investigate the contribution of skill development to self-employment. The study specifically aimed to identify skills development programs required for self-employment among youth. To identify the roles of stakeholders in contributing to skills development programs on self-employment among youth and to examine factors hindering the contribution of skills development programs towards self-employment among youth. Based on the findings through questionnaires and interviews it can be concluded that skills development programs are very important for youth selfemployment in society. That skills development contributes highly to the youth in the determination of entrepreneurship opportunities; it then gives youth time to learn about the management of their enterprises as well as creating a link between one economic sector to another. However, it was established that there are challenges facing skills development programs among youth, which need to be mitigated properly to obtain positive, results about the improvement of youth selfemployment.
Role of Entrepreneurship Education in Development and Promotion of Entreprene...Dr. Amarjeet Singh
Education in the area of entrepreneurship plays a significant role in the development of entrepreneurial skills in the individuals. It may help youth to develop skill, ability of decision making, risk taking ability, manage any situation, and proper acquisition of knowledge which could benefit them for starting, organizing and managing their own enterprises and became helpful in economic development. The target population is 417 graduates or post graduates students from the Entrepreneurship Development Cells (EDC) of premier institutions (two government and two private institutions) in which 136 were selected randomly as a sample for study. Descriptive and inferential statistics were used for analyzing the data with the help of SPSS 22.0 software. Present study evidences the role of EDCs in the skill development of male and female is equal in all components like ability of taking decisions, creativity, Research, Development and Innovation, taking initiatives and so on. Entrepreneur development cells of any institutions, programs and their faculties haven’t made any difference on the basic of gender. Their all programs are equal for all.
This paper stresses on the need of using Knowledge Management (KM) in the higher education
institutions of Saudi Arabia. The paper is based on the literature review and personal experience of the author in the education sector.The paper aims at highlighting the importance of KM for the educational institutions
particularly for developing countries. It also reviews the readiness of Saudi Arabia for KM application by illustrating different development initiatives taken by the Saudi government in different sectors. However, the literature also identifies many barriers on the way. Keeping the importance of KM for the higher education institutions in view, this paper proposes to adopt the model of Library Knowledge Management Center (LKMC) with needed
modifications for Universities of Saudi Arabia. This LKMC model was proposed by Parker,Nitse, and Flowers (2005) for the small business corporate for providing the Knowledge Management (KM) and Competitive Intelligence (CI) services. The paper discusses different components of the LKMC model and their relevance to the education sector.
Entrepreneurs, according to Joseph Schumpeter, are responsible for creative destruction. They are the real drivers
economic growth and employment. Creation of entrepreneurship of such higher order would require Universities and Higher Education institutions (HEI) to include entrepreneurship and innovation as a part of their vision
and therefore embed, support and grow an entrepreneurship and innovation culture among management, faculty and students. This transformation, into what we may call the entrepreneurial university, would lead to wide ranging external collaborations and partnerships and enthusiasm to
engage even with the smallest economic and social entrepreneurs inside and outside the campus.
Economic Gardening through Entrepreneurship Education
`
For more information, Please see websites below:
`
Organic Edible Schoolyards & Gardening with Children
http://scribd.com/doc/239851214
`
Double Food Production from your School Garden with Organic Tech
http://scribd.com/doc/239851079
`
Free School Gardening Art Posters
http://scribd.com/doc/239851159`
`
Companion Planting Increases Food Production from School Gardens
http://scribd.com/doc/239851159
`
Healthy Foods Dramatically Improves Student Academic Success
http://scribd.com/doc/239851348
`
City Chickens for your Organic School Garden
http://scribd.com/doc/239850440
`
Simple Square Foot Gardening for Schools - Teacher Guide
http://scribd.com/doc/239851110
Abstract
Technical and vocational Education and Training TVET has important role in imparting skills training for employment, self employment and enterprises. The main purpose of this study is to investigate the Practice of Income Generating Activities (IGAs) in selected government run five Technical and Vocational Education and Training Colleges in Addis Ababa city administration exploring the existing and emerging challenges in the areas of self-generated financial sustainability and utilization of this generated income. In view of this, the basic questions of the study are formulated and descriptive survey method will be employed to assess the current condition and overall performance of IGAs. The study will be undertaken in Addis Ababa TVET Colleges involving a non-random sampling technique preferred to be appropriate and to serve the desired ends in the study. The sample population will include department heads, deans of the colleges and Addis Ababa TVET Agency officers. The data collecting instrument will include questioner which consist of little open ended questioner ended and more on close-ended question, structured interview questions document analysis and observation; the data will be analyzed and using descriptive statistical method.
The research proposal hold tentative work plan that will be changed after identifying constraint, budget requirement to run this study also well prepared, it hold time schedule to carry out the entire parts of the study. Last but not least the researcher will make use of descriptive analysis and the methodology combines qualitative methods using document review, services and production observation and structured interview.
Similar to Journal of business initial document (20)
1EMIS PPT ADDIS ABABA CITY ADMINISTRATION EDUCATION, AND TRAINING BOLE BRANCH...berhanu taye
ADDIS ABABA CITY ADMINISTRATION EDUCATION, AND TRAINING QUALITY, REGULATORY AUTHORITY, BOLE, LEMI KURA, AND YEKA BRANCH Cluster Coordination Office Institutions Accreditation License, Expansion, Upgrading and Renewal Directorate Private and NGO TVET Institutions EMIS
Capacity building on EMIS Berhanu Tadesse Taye April 14, 2024
Introduction
The Education Management Information System (EMIS) serves various essential purposes in the education sector, halping to streamline administrative processes, improve decision-making, and enhance the overall quality of education. Some key uses of EMIS include: An AI Education Management Information System (AI-EMIS) is an advanced technology solution dat incorporates artificial intelligence capabilities into the traditional education management information system. AI-EMIS leverages AI algorithms and machine learning techniques to enhance data analysis, automation, decision-making, and prediction capabilities within the education sector.
ውድ AI EMIS ሰልጣኝ የሥራ ባልደረቦች በሙሉ፤ ቀጥሎ የቀረበላችሁ የመረጃ አያያዛችንን በላቀ ቴክኖሎጂ ተጠቃሚነት ለማረጋገጥና የተሰጠው ስልጠና ተግባር ተኮር ስልጠና በመሆኑ፣ እና ቀጣይ ጨብጣችሁት እንድታልፉ የታሰበው ሥራችንን በላቀ ቴክኖሎጂ ተጠቃሚነት እንድታዘምኑ ይረዳችኋል በሚል ማሳያ ሥራ በመሆኑ ነው።
ከታች የተያያዘው አክቲቭ ሊንኩን በመጫን፣ እና እስኪከፍት ድረስ በመጠበቅ፣ ኢሜላችሁን በማስገባት ሙሉ ለሙሉ ሲከፍትላችሁ የሚሞላ የስልጠና እርካታችሁን ለመለካት የቀረበ መጠይቅ ነው።
አሰልጣኙን መገምገሚያ ፕላትፎርም፤ ታሳቢ የሚያደርገው የአሰልጣኝ የስልጠና አሰጣጥ ብቃትን፣ አሳታፊነትን፣ ጥራትን ወዘተ…ታሳቢ በማድረግ ስልጠና በተሰጣቸው ደንበኞች የሚሞላ ፕላት ፎርም ነው፡፡ የቀረበልዎን መጠይቅ ሰለሚሞሉ፣ በቅድሚያ ምስጋናዬ ላቅ ያለ ነው!
Dear AI EMIS Trainee Colleagues; Next, to ensure the use of our data management with advanced technology and the training given is a task-oriented training, It is intended for you to go through next coz it is a demonstrate work dat will halp you to update our work with the use of advanced technology. Click on the active link below, and wait until it opens, enter your email, and fill out a questionnaire to measure your satisfaction with the training.
The trainer evaluation platform; It is a platform dat is filled with clients who have been trained considering the trainer's training efficiency, participation, quality, etc. Please fill out the provided questionnaire, thanks in advance!
-Google Forms https://docs.google.com/forms/d/1wk1yP81nRngpIVHPoJZa MlhumltIQCh3ovaBN3lo-yU/edit
///or/// Open it up the Activ Link try to fill out.
1. https://docs.google.com/forms/d/11QaKizlJK0BHJl4ymtWichU4gzMfyh_PnAnx0BBrUJc/edit
2 for further reading https://www.slideshare.net/
slideshow/berhanutaye uplods
1EMIS PPT ADDIS ABABA CITY ADMINISTRATION EDUCATION, AND TRAINING BOLE BRANCH...berhanu taye
ADDIS ABABA CITY ADMINISTRATION EDUCATION, AND TRAINING QUALITY, REGULATORY AUTHORITY, BOLE, LEMI KURA, AND YEKA BRANCH Cluster Coordination Office Institutions Accreditation License, Expansion, Upgrading and Renewal Directorate Private and NGO TVET Institutions EMIS
Capacity building on EMIS Berhanu Tadesse Taye April 14, 2024
Introduction
The Education Management Information System (EMIS) serves various essential purposes in the education sector, helping to streamline administrative processes, improve decision-making, and enhance the overall quality of education. Some key uses of EMIS include: An AI Education Management Information System (AI-EMIS) is an advanced technology solution that incorporates artificial intelligence capabilities into the traditional education management information system. AI-EMIS leverages AI algorithms and machine learning techniques to enhance data analysis, automation, decision-making, and prediction capabilities within the education sector.
ውድ AI EMIS ሰልጣኝ የሥራ ባልደረቦች በሙሉ፤ ቀጥሎ የቀረበላችሁ የመረጃ አያያዛችንን በላቀ ቴክኖሎጂ ተጠቃሚነት ለማረጋገጥና የተሰጠው ስልጠና ተግባር ተኮር ስልጠና በመሆኑ፣ እና ቀጣይ ጨብጣችሁት እንድታልፉ የታሰበው ሥራችንን በላቀ ቴክኖሎጂ ተጠቃሚነት እንድታዘምኑ ይረዳችኋል በሚል ማሳያ ሥራ በመሆኑ ነው።
ከታች የተያያዘው አክቲቭ ሊንኩን በመጫን፣ እና እስኪከፍት ድረስ በመጠበቅ፣ ኢሜላችሁን በማስገባት ሙሉ ለሙሉ ሲከፍትላችሁ የሚሞላ የስልጠና እርካታችሁን ለመለካት የቀረበ መጠይቅ ነው።
አሰልጣኙን መገምገሚያ ፕላትፎርም፤ ታሳቢ የሚያደርገው የአሰልጣኝ የስልጠና አሰጣጥ ብቃትን፣ አሳታፊነትን፣ ጥራትን ወዘተ…ታሳቢ በማድረግ ስልጠና በተሰጣቸው ደንበኞች የሚሞላ ፕላት ፎርም ነው፡፡ የቀረበልዎን መጠይቅ ሰለሚሞሉ፣ በቅድሚያ ምስጋናዬ ላቅ ያለ ነው!
Dear AI EMIS Trainee Colleagues; Next, to ensure the use of our data management with advanced technology and the training given is a task-oriented training, It is intended for you to go through next because it is a demonstrate work that will help you to update our work with the use of advanced technology. Click on the active link below, and wait until it opens, enter your email, and fill out a questionnaire to measure your satisfaction with the training.
The trainer evaluation platform; It is a platform that is filled with clients who have been trained considering the trainer's training efficiency, participation, quality, etc. Please fill out the provided questionnaire, thanks in advance!
-Google Forms https://docs.google.com/forms/d/1wk1yP81nRngpIVHPoJZa MlhumltIQCh3ovaBN3lo-yU/edit
///or/// Open it up the Activ Link try to fill out.
1. https://docs.google.com/forms/d/11QaKizlJK0BHJl4ymtWichU4gzMfyh_PnAnx0BBrUJc/edit
2 for further reading https://www.slideshare.net/
slideshow/berhanutaye uplods
Final Edited Post Accreditation Feedback በአዲ አበባ ከተማ አስተዳደር የትምህርትና ስልጠና ጥራት ...berhanu taye
Those who are not mentioned in the above tables, but the information is compiled in the training institutes.
The fact that the ratio of computer/training module to trainee is 1:1, however, the ratio of trainee department/module is not less than 1:10, which shows the weakness of training institutions. Repetition rate is high
Hewan fashion design Training Institute is licensed for 25 trainees, but it has added 2 more sewing machines than can be held in the workshop room and used 27 sewing machines in total, which violates the standards; This means that it allows 42.5 square meters; The standard allows 1:7 for a workshop for one trainee, and filling the room with a training machine without adding 3.4 square meters of land for the additional machine, means that when calculated by the ratio, it shows that the room is crowded by 0.136 square meters for one trainee. It is information. This data shows the training institutes that have the problem.
The institutions have a trainee class ratio of 1:2 when the data is compiled.
It was found that the ratio of coach to coach should be 1:2 on average, but it is 1:27. The training department/module ratio is not less than 1:10, which shows the weakness of the training institutions. Promotion rate is low.
ከላይ በሠንጠረዧቹ ውስጥ ያልጠገለጹት ነገር ግን በማሰልጠኛ ተቋማት ውስጥ መረጃው የተጠናቀሩት
የኮምፒውተር/ማሰልጠኛ ሞጁል ሰልጣኝ ጥምርታ/ሬሾ/ 1፡1 መሆኑ፣ ነገር ግን፣ የሰልጣኝ መምሪያ/ ሞጁል ከ1፡10 ያላነሰ ነው ይህ ያሰልጠኛ ተቋማትን ድክመት የሚያሳይ ነው፡፡ repetition rate is high
ሔዋን ማሰልጠኛ ተቋም ለፋሽን ዲዛይን እውቅና ፈቃድ የተሰጣት ለ25 ሰልጣኞች ሲሆን ነገር ግን፣ ወርክሾፕ ክፍል ውስጥ መያዝ ከሚችለው በላይ 2 ሲንጀር ጨምራ እውቅና ፈቃድ ከተሰጣት በላይ በአጠቃላይ ለ27 የልብስ መስፊያ ማሽን መጠቀሟ የወጣውን ስታንዳርድ የሚጣረስ መሆኑ፤ ይህ ማለት ደግሞ 42.5 ሜትር ካሬ የሚፈቅድ ሲሆን፤ ስታንዳርዱ ለአንድሰልጣኝ 1፡7 ለወርክሾፕ የሚፈቅድ ሲሆን፣ ለጨመረችው ማሽን 3.4 ሜትር ስኩየር መሬት ሳትጨምር ክፍሉን በማሰልጠኛ ማሽን መሙላቷ፣ ማለት፣ በሬሾ ሲሰላ ለአንድ ሰልጣኝ 0.136 ሜትር ስኩየር በቀነሱ የክፍሉን መጨናነቅ ያሳያል በመሆኑም ከስታንዳርድ በታች ለአንድ የወርክሾፕ ሰልጣኝ 1፡56 ሜትር ካሬ በመሆኑ ክፍሉ ለሰልጣኞች መጨናነቁን የሚያሳይ መረጃ ነው፡፡ ይህ መረጃ ችግሩ ያለባቸውን ማሰልጠኛ ተቋማት የሚያሳይ ነው፡፡
ተቋማቱ የሰልጣኝ ክፍል ጥምርታውን 1፡ 2 መረጃ ሲጠናቀር 1፡2 መሆኑ፡፡
የሰልጣኝ አሰልጣኝ ጥምርታውን በአማካኝ 1፡2 መሆን ሲገባው 1፡27 መሆኑ ለማወቅ ተችሏል፡፡ የሰልጣኝ መምሪያ/ ሞጁል ከ1፡10 ያላነሰ ነው ይህ ያሰልጠኛ ተቋማትን ድክመት የሚያሳይ ነው፡፡
Promotion rate is low. Therefore, it is understood that there is something that training institutions need to improve. It can be understood from the tables presented above that there is a lack of information due to the lack of information that should be filled in the checklist we have made.
The completed data shows that the dropout rate is at a high level.
In addition, professional qualification assessment is not being evaluated as it should be.
The trainees who are being trained are required to properly document the training they are undergoing at the training facility and report it to the authority office.
በመሆኑም ማሰልጠኛ ተቋማት ማሻሻል ያለባቸው ነገር እንዳለ መረዳት ተችሏል፣፣ከላይ የቀረቡት ሠንጠረዦቹ ማስተዋል የሚቻለው የሰራንበት ቼክሊስት መጠይቅ ላይ መሞላት የሚገባቸው ሳይሞሉ በመቅረታቸው የመረጃ እጥረት እንዳለ የሚያሳይ ነው፡፡
የተሞሉትም መረጃዎች የሚያሳዩት መጠነ ማቋረጥ ከፍተኛ ደረጃ ላይ መሆኑን ነው፣
በተጨማሪም የሙያ ብቃት ምዘና በሚገባው ልክ እያስመዘኑ አለመሆኑን ነው፡፡
የሚሰለጥኑ ሰልጣኞች በየባቹ የሚሰለጥኑትን
Addis Ababa City Administration Education and Training Quality Regulatory Authority New Accreditation License, Expansion, and Renewal License Directorate Bole, Mimi Kura and Yeka Branch Cluster Coordination Office Technical and Vocational Team 2016 E.C. Post Accreditation Monitoring and Support Feedback.
Curriculum Implementation in TVET A curriculum must be implemented if it is to make any desired impact on students and to attain its goals.
Unless it is implemented, it cannot be evaluated for betterment.
Careful planning and development are obviously important, but they count for nothing unless teachers are aware of the product and have the skills to implement the curriculum in their classroom
Domestic Works Help It is known that the official.docxberhanu taye
It is known that the official's education and training were carried out at the branch office level by those who were trained in technical and vocational training institutions and accredited to work in connection with institutions that train trainees who go abroad for employment. He added this job for unknown reasons and snatched it from the branch offices saying that he would do it. However, he should not be recognized for the mistakes he made while he was not working. Corrective suggestion regarding the error made by sending it back to the branch office.
Management, leadership and Synergy.pdfberhanu taye
Management, Leadership and Synergy Implementation in Ethiopia. When you he/she are a leader, you he/she have an obligation to practice good governance. Because if you do good in all the works done, you will be rewarded a thousand times. On the contrary, if you he/she do something bad, it is appropriate and a continuous process in Management to hold accountable, so I raised this management concept. As the saying goes, "carrot and stick" always exists in management language. It is appropriate not to doubt that officials who do not manage or lead properly, will be delayed, hastened, and will have resistance...
የካ ቅርንጫፍ ሚገኙ ተቋማት መረጃ New Microsoft Excel Worksheet (2).pdfberhanu taye
Addis Ababa City Administration Educational Training Quality Regulatory Authority Yeka branch
Educational Training Institutions Accreditation and Renewal Directorate Technical and Vocational Private and Non-Governmental Institutions Details
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Synopsis
An Assessment of EPRDF Party versus Prosperity Party and the article also include comparative study of foreign parliamentary provision of power, i.e., Comparative study of UK leadership with Africa countries leadership. In general, Western leadership regularly resigns versus Africa leadership has no accountability and responsibility in their bad governance. They are seen as leaders who want to stay in power in a coup d'état, kill, persecute, oppress their people, leave them in poverty, etc. the first part of the article is about EPRDF Party versus Prosperity Party the second part of the article is logical reasoning and hasty general conclusions in 21st century logic, When you present an issue and provide your audience with a logical reasoning, premises and hasty generalization / conclusion; and based on a stable and unshakable or strategic decision-making based on a solid foundation. The third part of the article also, it is observed that the leadership of the Western world is regularly resigning; African leaders should take responsibility for any crimes they have committed in their bad governance; they have no accountability!! The education and training I had been doing for twenty-five years were a success; Or failure is seen when we can clearly say what we did, and what we didn't do. I leave the other topics to those who deserve responsibility and accountability; … I leave the other atrocity and cruel topics to those who deserve to inherit them. But let's take a look at what I wrote about my career as a supporter when I was doing teaching and education, training, Silver Jubilee special (25 years) service period, I also used reference articles to make it a fugitive. As far as globalization is concerned, competition is also international. Therefore, my question is what has Ethiopia achieved or lost in the Millennium Development Plan and Goals? Is that Status of Millennium Development Goals in Ethiopia? In the fourth place: - To summarize, what was our performance in education and training in the last 30 years?
Education and Training for All ACTION RESEARCH ET -.pdfberhanu taye
የችግሩን ስፋት ለማሳየት በዙሪያው የተሰሩ ማጣቃሻዎች ምን ይላሉ?
የሕዝብ አገልጋይ / ሲቢል ሰርቫንት ስትሆን አሰራርህ ግጭት ውስጥ የማያስገባህ ከሆነ አትራፊ አመራር ያስብልሃል፡፡ ነገር ግን፣ በራስ ጊዜ የሚፈጠር የተዛባ ውሳኔ ሀገርን ከማክሰር አንጻር ሲታይ የገንዘብ ኪሳራ ብቻ ሳይሆን፤ በህይወትም ዋጋ ሊያሰከፍል ይችላል፡፡ ስለዚህ መሪ ስትሆን በየቀኑ የምትወስነው ውሳኔ ወደፊት ትክክለኛ የሆነ፣ በህግ የማያሰጠይቅህ እና ፀፀት ውስጥ የማያስገባህን ፍትሃዊ ፍርድ መስጠት ግዴታህ ነው፡፡ 6 conflict resolution techniques and strategies for the workplace By Ben Madden በሚል ቤን ማደን እንደጻፈው ከሆነ ብዙውን ጊዜ ከግጭት ጋር የተያያዘው የስራ ቦታ ውጥረት የአውስትራሊያን ኢኮኖሚ በዓመት 15 ቢሊዮን ዶላር እንደሚያስከፍል ይገመታል፣ ስለዚህ ለንግድዎ ዋና መስመር አስከፊ መዘዝ ሊያስከትል ይችላል። እንደ ሥራ አስኪያጅ/መሪ፣ የግጭት አፈታት የእርሶ ሚና ቁልፍ አካል ነው። ምንም እንኳን ደስ የማይል ሊሆን ቢችልም, በየቀኑ ከሚያደርጉት በጣም አስፈላጊ ነገሮች አንዱ ነው፡፡
“Workplace stress, which is often associated with conflict, is estimated to cost the Australian economy nearly $15 billion a year, so it can have disastrous consequences for your business’ bottom line. As a manager/leader, conflict resolution is a key part of your role. While it may be unpleasant, it is one of the most important things you’ll do day-to-day.”
According to Mullins (2010) It is important that staff themselves should also feel a sense of involvement and know how they can play their part in achieving the goals and objectives of the organisation. They should be given ‘ownership and partnership’ in the training process.
There should be a clear set of objectives and a defined policy for training. This will enable the design of a carefully planned programme of training. The programme should address such questions as: Who is to be trained and why? What should they be taught? How and where should the training be undertaken, and by whom? How will the training be assessed and evaluated? The expected results of training should be understood clearly and realistically and be seen as reasonably attainable. Wherever possible, desired object-ives should be stated in behavioural terms such as: Exactly what, after training, should the trainee now be able to do?
Group work is your organization fulfill the above questions? As worker what is your role in the selection of training? Is training according to workers skill gap in your organization?
The debate over jonas and the debate over his acceptance of the article on hi...berhanu taye
Finally I want to tell you and advise you that you are better not only in age but also in knowledge. This is not to say that I did not graduate from Ababa University without knowledge; Learn from this article that I have learned to challenge you with knowledge. Not as if you were saying, 'I have learned,' I want you to think and act like an educated man, but I do not want to be like Plato. or knowledge; concerned only with what is obvious / sketchy or lacking completeness). For this demonstration, I will link you to the following article. Here is Plato, a student of Socrates, who was opposed to the death of Socrates and was deeply saddened. Here is the story: Socrates: 427-347 BC the student Plato began to flourish in Greece. Plato was deeply saddened by the death sentence of his beloved teacher (Socrates) and could not believe it.
Belaye zeleke new tvet ngo capital budget berhanu tadesse taye berhanu taye
ACKNOWLAGEMENT
Most importantly, Mulugeta Haile Selassie, Head of the Gulele Sub-City Technical and Vocational Office, who has been with me from the beginning to the end to ensure that the project proposal, strategy plan and action plan will be responsible for the project. I offer my respect and gratitude.
Next, I would like to express my sincere gratitude to the trainers of both the technical and vocational training institutes who assisted me in completing this research project and strategy plan by filling out a questionnaire for finance and relevant departments and providing comments during the meetings and consultations! I would like to express my sincere gratitude to my colleague Mahlet Fisseha and Ms. Tesfanesh Kebede for the Gulele TV Office.
Last but not least, thanks to the staff of the Belaye Zeleke High School department hears and principals for their cooperation to:-
1. Mr. GebreAmlak Zekarias
2. Mr. Tilahun Yirga
3. Mr. Mehari Fanta
Sifa skills initiative for africa project and meeting minutesberhanu taye
SIFA Skills Initiative for Africa
EMD Private Construction Finishing Works Training Institute and EMD Private Construction Finishing Works PLC
Manager Director: Ato Mikyas Eshetu leader of the institutions
Mr. Berhanu Tadesse Taye Senior TVET Curriculum Professional from Yeka Branch TVET has been coordinator and author of the agenda of the Project
Mr. Suba Subagadis, from Ethiopia Federal Technical and Vocational Agency member
Mr. Zumenu Aynadise from Eagle business and research development Company/ firm member
Toyota Production System (TPS) History Sakichi Toyoda founded the Toyoda Spinning and Weaving
Company in 1918. He developed the first steam-powered loom that could detect a broken thread and
stop itself automatically. This innovation led to the wider principle of jidoka, or automation with a
human touch – later to become one of the two pillars of TPS.
Some years later in 1937, Sakichi’s son Kiichiro founded the Toyota.....
Book review and bast practice in tvet institution yeka branch amharic edited ...berhanu taye
Congratulations to the institutions that have passed the assessment process and received the highest marks!
My recommendation
• It is important to believe in the leadership, education and training policy makers and senior professionals that the development and distribution of training curricula, TTLM and reference books will greatly enhance the skills, knowledge and attitudes of trainees.
• Therefore, although we have decided to work at our branch office with these evaluation criteria, However, we have excluded it from the review due to the fact that the standard of the book is not included in the comparison format. Therefore, I think this practice should be considered as it has a negative impact on the quality of education and training.
• Although there is no one who encourages us to implement our system in a research-based manner, I have tried to present such problems in the slightest, by resisting the pressures that make it work. Therefore, instead of working on research projects with stakeholders only, the research work done by the staff should be designed to encourage them.
• A standardized workshop manual will be developed for training; the main training manual will be provided with books and reference books that can help with the curriculum.
• Therefore, at the institutional level, textbook evaluation and evaluation at TTLM and reference books should be included in the evaluation criteria in the future as the training institutions will be the main beneficiaries.
• At the institutional level, it is appropriate to encourage and reward the supply of textbooks at the institutional level, and it is important to believe that the result will increase the quality of training and save generations.
• Recognizing that the main culprits are those whose professionalism and political affiliation are at stake; It is important to identify these components and deploy them to their appropriate functions.
• Therefore, I say that these unskilled leaders, policymakers and senior professionals should be assigned to the right job.
2013 berhanu training need assessment presentationiberhanu taye
"Modern education glorifies learning and makes the country proud too!" The statement shows that Emperor Menelik II's vision and mission were to educate, research, innovate, etc., with respect, not with the current and former leaders of our country. They have shown us many ways; As a scholar, he glorifies learning, not for siding with liars for personal gain, but for harming innocent people; The international standard of scholar is only to show the practical principles of morality and conscience.
And when done right, it will be presented in this way without compromising the language of education and training!
"Modern education makes learning proud and makes the country proud!" Only King Menelik II Learning is glorified, not by lies, but by deeds."
"ዘመናዊ ትምህርት መማር ያስከብራል ሀገርንም ጭምር ያኮራል!" የሚለው አባባል የሚያሳየው የእምየ ንጉስ ሚኒሊክ ሁለተኛ የዜጎቻቸው መማር፣ መመራመር፣ የፈጠራ ስራ የሚያስደስታቸው፣ ወዘተ ራአይና ተልኮ ከበሬታ ጋር ብቻ እንጂ የሊሎች የአሁኑና የቀድሞ የሀገራችን መሪዎች አለመሆኑን፤ በብዙ መልኩ አሳይተውናል፤ መማር የሚያስከብረው ምሁር ሆኖ ለግል ጥቅሙ ሲል ከሀሰተኞች ጋር በመወገን፣ መጎዳኘት ንጹሃንን በመጉዳት ሳይሆን፤ ምሁርነቱን አለምአቀፍ መስፈርት የሚያሳየው የስነምግባርና የህሌና መርህ በተገባር ማሳየት ብቻ ነው፡፡
እናም በትክክል ሲተገበር የትምህርት እና ስከልጠና ቋንቋ ሳይሸራረፍ በዙህ መልክ ይቀርባል!
2021 Annual Performance Report. Because the report contains both legal and illegal institutions; It is designed so that you do not enter into any agreement with the illegal institutions.
የ 2013 ዓ.ም አጠቃላይ የአመቱ የስራ አፈጻጸም ሪፖርት፡፡ ሪፖርቱ በውስጡ ህጋዊና ህገወጥ ተቋማትን የያዘ ስለሆነ፤ ህገወጦቹን ተቋማት እንድትለዩዋቸው ምንም አይነት ስምምነት እንዳትፈጽሙ ታስቦ የተዘጋጀ ነው፡፡
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
for beginners, providing thorough training in areas such as SEO, digital communication marketing, and PPC training in Noida. After finishing the program, students receive the certifications recognised by top different universitie, setting a strong foundation for a successful career in digital marketing.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
1. Vocational of Busines Education and
Management Unit College of Edcuation
and Behavioral Studies Addis Ababa
University
International jornal of business and
commers Practices and Challenges of
Kaizen Implementation at Entoto
Polytechnic Cluster College in District 3
of Gulele Sub City, Addis Ababa
Berhanu Tadesse Taye
E-Mail: berhanutat@yahoo.com
Berhanutaye17@gmail.com
www.bertat.bright.light.com
www.slideshare.netberhanutadesse90
2. 1. Abstract
This study is on practices and challenges of kaizen implementation at Entoto Polytechnic Cluster College in
District 3 of Gulele Sub-City in Addis Ababa. The study investigated the practices and challenges of
implementing Kaizen at Small and Medium Enterprises working with Entoto TVET Cluster College. The
study was undertaken in Menen Industrial Area in the particular sector of General Metal Fabrication (GMF)
and Wood Work Technology where there were 12 SMEs which was involved on it. Nevertheless, the study
mainly focused on six of those Enterprises which were more capable of implementing kaizen than other
organizations.
Available literature has justified the paramount of importance of kaizen strategy in different parts of the
globe. In globalization era, the world gets organized in the form of economic unity which necessitates
quality management system, like kaizen. Asian countries have mostly implemented successful kaizen
strategy to ameliorate the problems in quality management system. Kaizen which originated in Japan
before in 1986’s but their prominent author Masaaki Imai wrote about it in the mentioned year. The
term represent among others it is one of means that has been used to improve elements associated with
organizational performance and effectiveness, with benefits already well documented. Kaizen is a
quality standard that aims at continuous improving on the current quality standard. Kaizen is a
collective term of productivity improvement, creative idea and innovation expected from entire
workers by following a bottom- up management; it has a procedure and problem solving mechanism
suggestion system.
The objective of the present study is to gain a deep understanding on practices and challenges of
implementing Kaizen at Small and Medium Enterprises - which are working in collaboration with Entoto
Technical Vocational Education and Training (TVET) College in district 03 Administration of Gulele Sub
City, Addis Ababa to identify the dimensions and practices and challenges of implementing Kaizen.
Further, the aim is to clarify how the Kaizen implementations in SMEs have affected their
performance. The empirical evidence is based on multiple case studies from the perspective of the
implementers the trainers (SMEs) and executive. This study builds a framework for a management
theory of organizational performance and effectiveness kaizen versus business process re-engineering
(BPR) business development success in the SME-context, based on literature from the areas of
project and change management, entrepreneurship and small business management, as well as
performance measurement, and on empirical evidence from SMEs. The framework consists of six
success dimensions: Implementation of kaizen strategy including benchmarking and innovation
practices, Overall Successes of kaizen implementation, Challenges of kaizen implementation on SMEs,
Over all challenge of kaizen implementation on attitudes, knowledge and skills of trainees and trainers,
Strategy used to address the challenges, Availability and facility of the implementation of kaizen in the
Entoto TVET and SMEs.
To address that objective, mixed research design was employed, (i.e. quantitative and qualitative data
collection methods). A purposive sampling technique was used to select the colleges and SMEs and
convenient/availability, sampling, non probable sampling and snowball sampling technique was employed
to select sampled respondents. Both quantitative and qualitative data were collected from 80 respondents
using questionnaires and from 7 informants using semi-structured interviews as primary and secondary data
3. sources (such as various published and unpublished documents) respectively. The quantitative data were
analyzed through descriptive and inferential statistics with SPSS Version 20 in particular of independent
T.Test, whereas the qualitative data were analysed using thematic and content analyses.
Hence, without assigned appropriate management system, it is impossible to ensure sustainable economic
growth and development. Without creating strong awareness of all stakeholders about kaizen, they worked
in the form of synergy. Asayehgn Desta (2013) argues that the Ethiopian manufacturers are still going on as
a drawback about getting human capital and asset. The manufacturing sector is less than 5.0 percent of its
contribution to the Gross Domestic Product due to lack of highly skilled human resources. Those
executives, implementers, and owners of the MSEs were found to be lack of the proper implementation of
Kaizen as a performance of knowledge, attitude and skills.
1.1. . Introduction
One of the primary benefits of Globalization is that; it brings the whole world together for sharing
technological equipment and other human innovation to ease the lives of human in terms of business
communication, e-learning, e-business/e-commerce, among others device for exchanging ICT, medical, and
transportation devises with each other. Thanks to the innovator which changes the way of life of the human
being the globe itself changed in to one village for the purpose of using technological device. In this era the
world organized in the form of economic Correlation, for marketing purpose, import and export purpose
where our country Ethiopia also a part of this economic Correlation or unity. With this respect the
competitiveness happen to the enterprise capability to pursue the world market and will be owners of the
global market the enterprise determined by the provision of quality product and service for their customer,
through the long term improvement process of their enterprise which mean according to the customer need
and want. For example, if one enterprise competent enough from other within similar producers determined
by quality product of the enterprise which bring in to market.
This will convey by the quality management system including team work and team sprit which leads have
power over quality production it is important for the survival and the sustainability of every enterprise. The
expenditure of a proficient skill, entrepreneurship and escorting of best technological quality work, for the
productivity of work by embracing a quality production and service delivery, without any types of input;
such as, the availability infrastructure and the availability organizational structure in the enterprises, it
doesn’t bring profitability and success to an enterprise. From this standing point, SMEs development policy
is designed for undertaking a proper work of an enterprise, by launching the industrial extension and
technology transfer position at several government office level and TVET college level. Hence, for this
purpose the Kaizen embrace the supporting system SMEs by industrial extension and technology transfer
team. The supporting system functions with different activities including; by identify their problem it
provides a work base training and development depending on their need, encourage the MSEs lifelong
learning to go together with this dynamic world like entrepreneurship, business communication, etc. Fully
equipped for SMEs information and other important technological transformation, creation of job or
employment opportunity, documentation and in general over all aspects of organizational consultancy
service etc. the main purpose of the position commenced for capacity building i.e. kaizen implementation
program for SMEs.
The findings of the research showed that there was moderately implemented kaizen strategy. The kaizen
implementation indicated that there were also success stories, but there had been challenges which
emanated from various sources, like gaps in knowledge of executives, trainers and employees; their
negative attitude towards the kaizen implementation; their lack of knowledge and skills; gaps in available
infrastructures and material resources; and gaps in the capacity and capabilities of the management body.
The majority of the respondents elicited that they did not take any training regarding the use, and
4. implementation of kaizen, there were no adequate administrative supports, feedbacks and encouragement
for smooth operation of Kaizen.
The present Entoto TVET Cluster College was established in 1925. The provisions of education serve as
primary school gradually improve the provision in to secondary education. Since its foundation until 1974,
it was known by the name of the then Emperor Haileselasie I of Ethiopia - ‘Teferi Mekonen’. When the
military Government of Ethiopia came into power, its name was changed to Entoto Comprehensive
Secondary School in 1974. The College was legally established according to Proclamation No. 22/1999
published in the Negarit Gazette. Entoto TVET College is one of the known and giant public TVET clusters
found in Addis Ababa. In 2000, it however changed its name to Entoto TVET College. The new reform of
the TVET Strategy in the country was also amended in 2011. Thus, the previous name of the College was
changed in to Entoto TVET Cluster College. Since then, it has been named as Entoto TVET Cluster
College.
The College offer training on different skills that may require more practices only in (hard skills) both in the
premises and in the provisions of Training on Kaizen in the enterprises. During the time of data collection,
the College was offering the Training at Level I to IV on those occupations, including hotel management,
information technology, metal and wood work, automotive technology, drafting and survey, construction
technology, textile and garment technology, electrical and electronics, and aesthetics. All those occupations
are derived from the National Occupational Standards (NOS) prepared by the Ministry of Education in
collaboration with the stakeholders (Alemu, 2012).
In line with the Training Programmes designed in the College, it was implementing Kaizen Training in the
enterprises. The TVET College has its own criteria to offer the support of Kaizen Training. A guideline and
a plan were prepared to facilitate the implementation of Kaizen Training Programme. Accordingly, the
TVET also received financial support from Addis Ababa TVET Agency for those enterprises providing
Kaizen Training. The Kaizen Training is generally supposed to pass through series of steps: meeting
appointment with enterprises and undertake Kaizen Training implementation after they have got
confirmation, and planning of the Kaizen Training within the enterprises. The Cluster Kaizen Team is
undertaking kaizen implementation by signing of Memorandum of Understanding (MoU) for the purpose of
getting confirmation from enterprises for establishing Kaizen Training sites, assigning Training
Coordinators, inspecting Training sites, and Monitoring and Evaluating the Programme (Berhanu, 2011).
The College also developed various formats to facilitate the implementation of Kaizen at the level of the
enterprises and to provide promotion from their level one step ahead after providing National Assessment
and Certification (NAaC).
The following qualitative based paragraphs indicated the studied Enterprises experienced moderate level of
implementing kaizen and associated challenges. Firstly, DTM Metal and Wood Production Enterprise
produced office and home furniture, contributed to employment creation, and had a capital of ETB
2500,000. However, the growth of the Enterprise was evaluated as low which was below the expected level
when compared with that of the newly established enterprises in accounting and documentation system.
Secondly, Dobbe and ATW Metal and Wood Production Enterprises manufactured office and home
furniture, and garment machineries. Moreover, the Enterprises created job opportunities for 8 male and 2
female of their members. The Enterprises were inaugurated with a capital of ETB 1200 in 2009, but its
current capital reached ETB 720,000. They implemented kaizen in their contexts with the Ethiopian Kaizen
Institute in 2012 properly. Thus, the management system of the Enterprises revealed a potential for
improving their production values.
5. Thirdly, ATW Enterprise began with a capital of ETB 80,000 in 2013 and the current capital was ETB 146,
343.59, and also had estimated assets worth more than ETB 400,000. Concerning the kaizen
implementation, it was the most successful implementing Enterprise. ATW Company offered Cooperative
Training to students who had come from Entoto TVET College as the former signed Memorandum of
Understanding (MOU) with Entoto College.
Fourthly, Berhan Aschalew Ena Godegnoch Construction Enterprise had a capital of ETB 238,563. The
Enterprise grew slowly compared with those newly established similar enterprises. Fifth, Wondeson Robel
and Godegnochu Enterprise started its operation with an initial capital of ETB 3,500and then reached at
current capital of ETB 5,957,607 in 2014. Before the implementation of Kaizen, the members did not have
machinery maintenance plan. Two machines in the Enterprise thus stopped working. After implementing
kaizen, they started cleaning the machine, scrap material and lubricant properly. The Company had a capital
which ranged from ETB 300,000 to 350,000 in June 2014, and had a budgetary capital of ETB 595,767.
Owing to kaizen implementation, the Enterprise significantly increased its assets. The growth of the
Enterprise is good after the members have started implementing Kaizen. The 3 MSE Office’s directory
report depicted until September 2014 the capital of the enterprise showed that 200,000 birr only hence, they
had not accurately registered their capital.
Sixth, Beza Metal and Wood Work Enterprise started with an initial capital of ETB 5,000. However, its
current budget reached ETB 200,000. Before the full implementation of kaizen, there were some of the
problems like layout problem; unsafe environment; unsafe electric installation which was exposed to fire
and other damages; lack of clean working environment and workers’ personal hygiene problems; sanitation
problem in the production room; there were no office; and lack of store. The members prepared detailed
work description following Kaizen implementation and assembly of transparent steel for the room; cleaned
production room and retouched the room idea; disposed waste; constructed Office; rendered consultation
for purchasing and marketing demand situations and electric installation; and started consulting sanitation.
But the Enterprise grew below the expectation when compared with the newly established enterprises. The
members of the Enterprise borrowed money from Addis Credit and Saving Micro Finance for purchasing
machineries, but managed to pay back their loan. Although the Enterprise was found in a relatively better
position, there was no proper financial documentation.
The findings of the study came up with a mixed picture of the kaizen strategy implementation – success
stories and challenges. SMEs and implementing bodies have low level of awareness about the benefits of
kaizen management philosophy. The stakeholders’ participation in the management and delivery of
kaizen implementation is inadequate. The introduction and implementation of kaizen training is carried
out without proper participation of key stakeholders, including all sectors which should work hand-in-
hand in District leaders. The AACA-TVET Agency, Sub City and the TVET College have not fully
involved in matters regarding the importance and the utilization of best alternative for organizational
performance and effectiveness for productivity of the SMEs. The Kaizen Team members at all level have
low capacity in benchmarking, innovation, and low level of ability in adopting and transferring
technology to the users.
In every organization implementation of 5s can be assessed using the parameters provided in the
appendixes 9 of this thesis; table (4.11) standard criteria for identification of necessary equipments and
parts set for the future and in appendix 10table (4.12) the follow up of systematic arrangement should
have to use the following guide. Firstly, the implementation of 5s in the enterprises were observed that
against standard which set by the Kaizen training according to their pace of organization implementation
phase. For this reason rating takes place when we say the enterprises were lower in average. It could be
provided at lower level. For example, when the enterprises pace of implementation frequency like things
6. have not used once in the last 6-12 months their storage methods show as throw out store at distance or
Keep in store rated as lower level.
The second one is said to be average performers of frequency 5s, when we say average performers
organization uses the pace of the enterprises. They should have to implement frequently use things they
have used only once in the last 2-6 months. Storage methods of the organization should have to Store in
central place of its zone store it in central place in your zone rated at average level.
The last part of this organizational assessment is frequency implemented, stored in methods of
organizational and rated 5s. If things are used more than one month, the storage methods also should be
used to store in central place in the zone. We can say that the performance of the college/enterprises is
highly used to implement within a week and a day, an hour, a minute and seconds. Methods of storage the
enterprises are used to store near the workplace which is easy for production. The rating of the
implementation of the organization is said to be higher performance from other which cannot implement
as them.
The rating scale results also explained as follows, ATW engineering enterprise has got a score 120 the
first one from other enterprises in terms of kaizen implementation from the same areas of production.
Dobbe enterprise which scores 110 stands second followed by Ralcon enterprise which ranks third. The
forth rank is Beza,enterprise followed by the fifth and sixth rank DTM and Lalibela enterprise
respectively. According to the levels of the enterprises parameter, except ATW, Ralcon and Dobbe
enterprises the others were not implemented5s properly. The fourth place provided for Beza enterprise by
its human resource numbers of employees haired than other. In the enterprises that were observed the
standard which set by the Kaizen training according to their Pace, concerning human capital ATM
engineering and Dobbe enterprises better position than other enterprises. The methods of their
bookkeeping and accounting system are in a better position than others enterprises; they are ethical,
honest and open. The criteria which offer first position from others enterprises are more than five
innovation discovered by ATW engineering enterprise such as modern weaving machine, knitting
machine, movable clinic and among others.
Training was not given to the kaizen trainers based on their gaps in knowledge and skills. For this, lack of
adequate finance has severely affected the successful operation of the kaizen implementation. This is
reflected in terms of inadequacy of the training materials, lap top, LCD and other supportive items at the
College.
Conversely, the majority of the practitioners in the SMEs express their positive views on the
implementation of kaizen. They have been actively and effectively involved as team members and
participants in the implementation of kaizen. Therefore, attitude towards kaizen implementation vary from
individual to individual as it is a difficult to clearly understand the attitude of the person is either positive or
negative - attitude seems covert behaviour.
There are also benefits of kaizen implementation at those Enterprises – for example, package of benefits
like shortening time for getting items in the respective Workshop which has taken 10 to 15 minutes before
arrangement, gaining additional width of the workshops, areas of space, reduction in implementation
expenses and incomes in those Enterprises. Those trainings offered by the College have positively
contributed to such outcomes of the Enterprises
However, there are challenges encountered in implementing kaizen strategy in that they have shortage of
human resources, but they cannot maintain their out-of-date machineries. Generally, there are other
miscellaneous challenges in the implementation process which include: policy, curriculum, training
materials and equipment, demand and supply for training of trainers, market information, lack of
competency for preparing training materials at the grassroots level, lack of required up-to-date facilities and
7. equipment, incompetency of trainers, limited involvement of the private sector and NGOs in providing
training based on demand and supply principle, and limited skills.
In conclusion, kaizen strategy is moderately implemented and practiced at those SMES, but there are multi-
faceted challenges which have emanated from different levels of the implementing organizational structures
in Gulele Sub City and Addis Ababa. Therefore, the stakeholders should consider those stories as good
lessons to effectively address those challenges identified. It is recommended that those stakeholders at
different levels should consider such practical lessons and challenges while implementing kaizen/TQM as a
quality management strategy in the City.