This document outlines a study on the practices and challenges of implementing Kaizen, a continuous improvement strategy, at small and micro enterprises partnered with Entoto Polytechnic Cluster College in Addis Ababa, Ethiopia. The study aims to identify Kaizen implementation practices, organizational strengths and challenges, contributions to skills and knowledge, and factors influencing challenges. Data was collected through interviews, questionnaires, and documents from one technical vocational education college and six partner enterprises implementing Kaizen. The study uses a mixed-methods case study approach to understand this phenomenon.
Presentation done by Dr Thomas M. Cooney Dublin Institute of Technology regarding a comparison of entrepreneurship between Norway and Ireland.
Acknowledgement to Dr. Thoams M Cooney and Dr Beate Rotefoss.
The effect of the involvement of industry in the classChangone Kim
This study proposes a UIC-based skill development model in class which develops the competencies of students more efficiently during helping the small firms to solve their problems by participating firms in the problem-led class than in instructor-led one.
Presentation done by Dr Thomas M. Cooney Dublin Institute of Technology regarding a comparison of entrepreneurship between Norway and Ireland.
Acknowledgement to Dr. Thoams M Cooney and Dr Beate Rotefoss.
The effect of the involvement of industry in the classChangone Kim
This study proposes a UIC-based skill development model in class which develops the competencies of students more efficiently during helping the small firms to solve their problems by participating firms in the problem-led class than in instructor-led one.
Industrial Attachment challenges: Lessons drawn from Gweru Polytechnic Colleg...inventionjournals
The study sought to establish challenges attachees face during industrial attachment. The examination of this topic was prompted by criticism of polytechnic graduates by employers for being improperly trained. The students on the other hand, lay the blame on industrial training environment. Solutions to the problems shall be used to improve industrial training so as to achieve human capital development. The researcher used open ended questionnaires, focus groups and interviews as data collection methods. Purposive sampling was used to select participants of the study in line with quantitative and qualitative research approaches used in data analysis. The participants were lecturers, students and workplace supervisors in Gweru city. The results of the study were thematically analysed. It emerged from the empirical findings of the study that shortage of attachment places, financial problems, inadequate training, inappropriate areadeployment and issues of student sexual harassment were challenges noted. This study recommended that adequate resources be mobilised towards student attachment and the colleges to have project establishments to help in relieving attachment places. There is also need to develop partnership with industry to easy placement of students, and to deploy attachees under supervision of qualified and experienced mentors. Furthermore, there is need for support from the government, private sector and other stakeholders
The Effectiveness of an Integrated Entrepreneurship Module on Overcoming Entr...iosrjce
The result of study shows that 15 courses institution need a practical, applicative, and understandable
module. It is attempted to provide students with sufficient information to overcome entrepreneurship problems
covering business traits, business management, and business plan. This study was employed design based
research approach through these subsequent phases (1) problems identification, (2) conducting draft module, (3)
testing the module on the 26 students, (4) evaluating the results of try-out, and (5) performing final socialization.
The effectiveness of module is measured by employing percentage analysis of students’ degree of effectiveness on
overcoming entrepreneurship problems in which the criteria of module effectiveness is 0—25 (less effective),
26—50 (quite effective), 51—75 (effective), and 76—100 (very effective). Module revision was done after data
analyzing on the results of the try-out and discussion of course’s students. Single module was conducted and it
contained the material of business traits, business management, and business plan. The results of this study show
that the module is effective as 78% of the course’s students were able to overcome problem after they learned on
entrepreneurship module. The module contributes on students’ confidence in starting-up a business and
encourages them to practice and implement what they have learned by dealing with entrepreneurship, triggering
the high sense of creativity in developing skills, building a firm cooperation among students, burgeoningthe
enjoyment of learning, helping to build effective time of learning and ability on overcoming problems.
Training and Development Practices and Employees’ Performance in Selected Man...Dr. Amarjeet Singh
Managing workforce diversity in manufacturing organisations has been a problem all over the world including Nigeria. Manufacturing organisations in Nigeria continue to experience occasional drop in performance due to employees’ apathy and non-challant attitudes as a result of high level of dissatisfaction caused by inadequate attention to training and development practices. This study assessed the relationships between training and development practices and employees’ performance in selected manufacturing companies in Nigeria. A cross sectional survey research design was employed, and out of the 1,568 copies of questionnaire that were administered proportionally in the selected manufacturing companies, 1,153 copies were retrieved and found useful. Data were analysed using descriptive statistics and the hypotheses were tested using Analysis of Variance (ANOVA). The results of the findings show f-statistics of 223.717 and so, there is a significant relationship between training and development practices and employees’ performance among Nigerians working in the selected manufacturing companies. Also, f-statistics of 244.391 shows a significant relationship between training and development practices and employees’ performance among other nationals in the selected MNCs. The study concluded that there are significant relationships between training and development practices and employees’ performance in selected manufacturing MNCs in Nigeria.
Leveraging Training Development of SMEs Using Mobile Appellestyle
AIM
To use mob app as the channel of distribution, in
sharing skills among SMEs. The aim is to initiate
changed in the development of sustainable enterprises.
International Conference on "Next Generation Education for Entrepreneurial Engineers" March 10-11, 2014 conducted by SR engineering college, Warangal in association with IEEE, IETE, NET, TIE
Functional Utility of Internal Quality Assurance Cells in NAAC Accredited Col...YogeshIJTSRD
It is a fact that development of higher education and development of a country are closely related. Any country that is developed today in the world is mainly for its quality higher education. Therefore quality assurance in higher education has been one of the major challenges in the development agenda not only in India but also all over the world. Dr. Susanta Kumar Giri "Functional Utility of Internal Quality Assurance Cells in NAAC Accredited Colleges: A Critical Analysis" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45005.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/education/45005/functional-utility-of-internal-quality-assurance-cells-in-naac-accredited-colleges-a-critical-analysis/dr-susanta-kumar-giri
This project is an appraisal of human
resources management in the Nigeria construction industry. The
aims and object of the study included the identification of the
methods adopted for managing human resources in the industry
here in Nigeria. The scope was however limited to human
resources recruitment, selection, training and development. To
achieve these aims and objectives a field survey was carried out
covering fire construction firms. A questionnaire was used to
collect data from the subject of the study. The data was used to
answer the research hypotheses on the recruitment and training
methods adopted in the industry. The analysis of the data reveals,
among others, that construction firms practice a decentralized
system of recruitment, that the on the job training was the most
adapted method by construction firms, and that the major
criteria for selecting applicants for construction jobs were the
academic qualifications and experience, and performance at
interview and tests. Based on these findings, the study concluded
that the methods adopted were limited in scope, and there was
slow level of professionalism within industry.
A PAPER PRESENTED AT INTERNTAIONAL SEMINAR ON REGIONAL POLITICS, ADMINSTRATION AND DEVELOPMENT 2020 (INSORPAD2020) HELD BETWEEN 14 TO 15 OF OCTOBER 2020
The Impact of Using Lean-centered Model to Increase the Achievement of the Le...rahulmonikasharma
The suggested Lean centered-model has been designed to increase the achievement of the students in English Language Teaching (ELT). An experimental study was conducted to find the effectiveness of the model in the application of Lean as an innovative method in English language teaching. The participants of the study scored different achievements in both, the control and treatment groups. The end-result of the learners in the experimental group was statistically highly significant in the pre and posttests. The result was also statistically different between the pre-posttests between the two groups. The current model leads the stakeholders of an educational process to finish the syllabus on time,the program finished as it had been planned and resulting a better achievement. The model was a guide to finish the whole program in line with completing every step before starting the next. The lean-centered model helped to meet the needs of the learners. The learners also managed to get high achievements and develop their skills. The students had their roles as theculture of lean allows learners to be an effective part of the process. All the steps were eliminated which existed in the program and added no value to the end-result of the students according to the lean-centered model.
Effectiveness of staff retention strategies in Zimbabwe’s public and private ...Premier Publishers
This paper critiqued the effectiveness of staff retention strategies in Zimbabwe’s public and private universities from the Returnee Lecturers’ perspective. It employed criterion sampling to select the participants. Open-ended interview method was used to gather data. Data analysis was done using NVivo. The study established that given the current macro-economic environment obtaining in Zimbabwe, both monetary and non-monetary strategies complement each other in retaining staff in the studied universities, although non-monetary strategies tend to be more effective in the long run. The effectiveness of particular staff retention strategies such as salaries, allowances, tuition waiver, and provision of accommodation, staff development and research and career development opportunities, and provision of adequate and appropriate resources were found to be of varying degrees in public and private universities. It concluded that the effectiveness of monetary and non-monetary strategies to retain staff in both sets of the universities is circumstantial. Another study’s conclusion was that the effectiveness of staff retention strategies in the universities is negatively impacted on by lack of knowledge and information about staff retention. The study recommended that universities should increase opportunities for career growth, staff development, research and post-doctoral research fellowships to recognise, motivate and retain lecturers.
Chapter two literature revie2 last but not listberhanu taye
This part of research deals with some conceptual, theoretical and historical background of the issues related to the kaizen training implementation management.
Advice for Foreign Universities Entering IndiaZENeSYS
Recently Government of India relaxed the regulations for foreign universities to operate in India. What will be the challenges and opportunities? ZENeSYS trained consultants launch a study and offer this advice to foreign universities.
Industrial Attachment challenges: Lessons drawn from Gweru Polytechnic Colleg...inventionjournals
The study sought to establish challenges attachees face during industrial attachment. The examination of this topic was prompted by criticism of polytechnic graduates by employers for being improperly trained. The students on the other hand, lay the blame on industrial training environment. Solutions to the problems shall be used to improve industrial training so as to achieve human capital development. The researcher used open ended questionnaires, focus groups and interviews as data collection methods. Purposive sampling was used to select participants of the study in line with quantitative and qualitative research approaches used in data analysis. The participants were lecturers, students and workplace supervisors in Gweru city. The results of the study were thematically analysed. It emerged from the empirical findings of the study that shortage of attachment places, financial problems, inadequate training, inappropriate areadeployment and issues of student sexual harassment were challenges noted. This study recommended that adequate resources be mobilised towards student attachment and the colleges to have project establishments to help in relieving attachment places. There is also need to develop partnership with industry to easy placement of students, and to deploy attachees under supervision of qualified and experienced mentors. Furthermore, there is need for support from the government, private sector and other stakeholders
The Effectiveness of an Integrated Entrepreneurship Module on Overcoming Entr...iosrjce
The result of study shows that 15 courses institution need a practical, applicative, and understandable
module. It is attempted to provide students with sufficient information to overcome entrepreneurship problems
covering business traits, business management, and business plan. This study was employed design based
research approach through these subsequent phases (1) problems identification, (2) conducting draft module, (3)
testing the module on the 26 students, (4) evaluating the results of try-out, and (5) performing final socialization.
The effectiveness of module is measured by employing percentage analysis of students’ degree of effectiveness on
overcoming entrepreneurship problems in which the criteria of module effectiveness is 0—25 (less effective),
26—50 (quite effective), 51—75 (effective), and 76—100 (very effective). Module revision was done after data
analyzing on the results of the try-out and discussion of course’s students. Single module was conducted and it
contained the material of business traits, business management, and business plan. The results of this study show
that the module is effective as 78% of the course’s students were able to overcome problem after they learned on
entrepreneurship module. The module contributes on students’ confidence in starting-up a business and
encourages them to practice and implement what they have learned by dealing with entrepreneurship, triggering
the high sense of creativity in developing skills, building a firm cooperation among students, burgeoningthe
enjoyment of learning, helping to build effective time of learning and ability on overcoming problems.
Training and Development Practices and Employees’ Performance in Selected Man...Dr. Amarjeet Singh
Managing workforce diversity in manufacturing organisations has been a problem all over the world including Nigeria. Manufacturing organisations in Nigeria continue to experience occasional drop in performance due to employees’ apathy and non-challant attitudes as a result of high level of dissatisfaction caused by inadequate attention to training and development practices. This study assessed the relationships between training and development practices and employees’ performance in selected manufacturing companies in Nigeria. A cross sectional survey research design was employed, and out of the 1,568 copies of questionnaire that were administered proportionally in the selected manufacturing companies, 1,153 copies were retrieved and found useful. Data were analysed using descriptive statistics and the hypotheses were tested using Analysis of Variance (ANOVA). The results of the findings show f-statistics of 223.717 and so, there is a significant relationship between training and development practices and employees’ performance among Nigerians working in the selected manufacturing companies. Also, f-statistics of 244.391 shows a significant relationship between training and development practices and employees’ performance among other nationals in the selected MNCs. The study concluded that there are significant relationships between training and development practices and employees’ performance in selected manufacturing MNCs in Nigeria.
Leveraging Training Development of SMEs Using Mobile Appellestyle
AIM
To use mob app as the channel of distribution, in
sharing skills among SMEs. The aim is to initiate
changed in the development of sustainable enterprises.
International Conference on "Next Generation Education for Entrepreneurial Engineers" March 10-11, 2014 conducted by SR engineering college, Warangal in association with IEEE, IETE, NET, TIE
Functional Utility of Internal Quality Assurance Cells in NAAC Accredited Col...YogeshIJTSRD
It is a fact that development of higher education and development of a country are closely related. Any country that is developed today in the world is mainly for its quality higher education. Therefore quality assurance in higher education has been one of the major challenges in the development agenda not only in India but also all over the world. Dr. Susanta Kumar Giri "Functional Utility of Internal Quality Assurance Cells in NAAC Accredited Colleges: A Critical Analysis" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd45005.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/education/45005/functional-utility-of-internal-quality-assurance-cells-in-naac-accredited-colleges-a-critical-analysis/dr-susanta-kumar-giri
This project is an appraisal of human
resources management in the Nigeria construction industry. The
aims and object of the study included the identification of the
methods adopted for managing human resources in the industry
here in Nigeria. The scope was however limited to human
resources recruitment, selection, training and development. To
achieve these aims and objectives a field survey was carried out
covering fire construction firms. A questionnaire was used to
collect data from the subject of the study. The data was used to
answer the research hypotheses on the recruitment and training
methods adopted in the industry. The analysis of the data reveals,
among others, that construction firms practice a decentralized
system of recruitment, that the on the job training was the most
adapted method by construction firms, and that the major
criteria for selecting applicants for construction jobs were the
academic qualifications and experience, and performance at
interview and tests. Based on these findings, the study concluded
that the methods adopted were limited in scope, and there was
slow level of professionalism within industry.
A PAPER PRESENTED AT INTERNTAIONAL SEMINAR ON REGIONAL POLITICS, ADMINSTRATION AND DEVELOPMENT 2020 (INSORPAD2020) HELD BETWEEN 14 TO 15 OF OCTOBER 2020
The Impact of Using Lean-centered Model to Increase the Achievement of the Le...rahulmonikasharma
The suggested Lean centered-model has been designed to increase the achievement of the students in English Language Teaching (ELT). An experimental study was conducted to find the effectiveness of the model in the application of Lean as an innovative method in English language teaching. The participants of the study scored different achievements in both, the control and treatment groups. The end-result of the learners in the experimental group was statistically highly significant in the pre and posttests. The result was also statistically different between the pre-posttests between the two groups. The current model leads the stakeholders of an educational process to finish the syllabus on time,the program finished as it had been planned and resulting a better achievement. The model was a guide to finish the whole program in line with completing every step before starting the next. The lean-centered model helped to meet the needs of the learners. The learners also managed to get high achievements and develop their skills. The students had their roles as theculture of lean allows learners to be an effective part of the process. All the steps were eliminated which existed in the program and added no value to the end-result of the students according to the lean-centered model.
Effectiveness of staff retention strategies in Zimbabwe’s public and private ...Premier Publishers
This paper critiqued the effectiveness of staff retention strategies in Zimbabwe’s public and private universities from the Returnee Lecturers’ perspective. It employed criterion sampling to select the participants. Open-ended interview method was used to gather data. Data analysis was done using NVivo. The study established that given the current macro-economic environment obtaining in Zimbabwe, both monetary and non-monetary strategies complement each other in retaining staff in the studied universities, although non-monetary strategies tend to be more effective in the long run. The effectiveness of particular staff retention strategies such as salaries, allowances, tuition waiver, and provision of accommodation, staff development and research and career development opportunities, and provision of adequate and appropriate resources were found to be of varying degrees in public and private universities. It concluded that the effectiveness of monetary and non-monetary strategies to retain staff in both sets of the universities is circumstantial. Another study’s conclusion was that the effectiveness of staff retention strategies in the universities is negatively impacted on by lack of knowledge and information about staff retention. The study recommended that universities should increase opportunities for career growth, staff development, research and post-doctoral research fellowships to recognise, motivate and retain lecturers.
Chapter two literature revie2 last but not listberhanu taye
This part of research deals with some conceptual, theoretical and historical background of the issues related to the kaizen training implementation management.
Advice for Foreign Universities Entering IndiaZENeSYS
Recently Government of India relaxed the regulations for foreign universities to operate in India. What will be the challenges and opportunities? ZENeSYS trained consultants launch a study and offer this advice to foreign universities.
MOMENT, Benzoned, and Vaster Landscapes: Ratanakiri Poems by Greg BemGregoryBem
Three books of poetry in one. Created by Greg Bem during his time in Cambodia. Poems are about Cambodia, addiction, desire, and other related topics. This book has been added to Slideshare for accessibility reasons, but also exists in PDF format. You can find it and Greg Bem's other poetry at gregbem.com.
Practices and Challenges of Implementing Kaizen at Small and Micro Enterprises (SMEs) of Gulele Sub City with the collaboration of Entoto TVET polytechnic college.
Chapter two literature revie2 last but not listberhanu taye
This part of research deals with some conceptual, theoretical and historical background of the issues related to the kaizen training implementation management. Initially it is better to discuss the introduction; definition historic in context and concepts of japans Kaizen management system.
This study is aiming to investigate influencing factor of entrepreneurship collaborative learning performances by using Partial Least Squares Structural Equation Modeling approach (PLS-SEM). A hypothetical conceptual model for improving entrepreneurship learning performance develop based on the previous study, which composed of four enablers called university’s vision and mission, entrepreneurial background lecturer, strong culture and rewards system.The methodology used to test the conceptual model was delivering the questionnaire survey to 72 (seventy two) lecturers in business field. The unit analysis of this study is the universities, both public and private universities in South of Tangerang. Sample was selected using simple random sampling. The questionnaires were developed from the past studies in similar area of entrepreneurship in higher education, before distributed to the respondents. The findings from this study provide insight to construction that the relationships of variable vision and mission to effectiveness have path coefficient value 0.195 and the lecture background is 0.040. Meanwhile, reward and culture shows stronger influence to Entrepreneurship collaborative Learning Effectiveness with the patch coefficient values are 0.296 and 0.335.
The Network of Vocational Education Stakeholders in Kenya ( NVES) is a newsletter that focuses on our achievements, success stories, partners and even economic empowerment that have been achieved by our beneficiary partners through this program i.e. Skills and work are East Resources (SWEAR) Project. NVES consists of CoWA as implementing partner; Institution Beneficiaries being; St. Kizito VTI (Roysambu and Githurai Branch), Imani Marianists VTC (Maria Centre and Chaminade in Mukuru Slums) and the youngest Institution Eastlands College of Technology an affiliate of Strathmore University.
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.
STeP (Strategy Training e-Platform) targets to develop an innovative and integrated online training programme and platform on Strategic Development, ensuring vocational education for stakeholders of SMEs throughout all sectoral activities via newest learning methods, and is going to be piloted in Turkey, France and Belgium in 2015. This project (STeP – 2013-1-TR1-LEO05-47550) has been funded with support from the European Commission. This website reflects the views only of the author, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
This is the short version of the MaFI 2013 Work Plan. If you do not have much time to read the details, here’s a summary of objectives and modules:
Objectives:
- To continue influencing the principles, rules and practices of international development to promote facilitation approaches in inclusive market development using the MaFI-festo as a general guideline.
- To further the practice and thinking of inclusive market development facilitation through a systematic process of learning and action-research between market facilitators and M&E and complexity experts, mainly through the Complexity Dialogues and the Systemic M&E Initiative.
- To produce knowledge products based on MaFI’s learning agenda and processes (e.g. online discussions, webinars and in-person meetings) that inform and build the capacity of field practitioners and are relevant and interesting to other decision-makers such as donors and lead firms.
- To promote in-person interactions and local-global dialogue, learning and coordination through formal and informal initiatives such as Local Learning Groups, MaFI Ambassadors, workshops and conferences.
- To continue improving the efficiency and effectiveness of MaFI’s back-end operations (e.g. guidance to members, processing and selection of requests to join, MaFI introductions, selection of Top Influencer of the Month, etc.)
Modules:
- M&E of MaFI: To build better theories of change and indicators to monitor how learning and collaboration processes change in MaFI and to assess MaFI’s impacts on its members
- MaFI “Instructions Manual”: To codify the operational principles and the lessons learned by the facilitator of MaFI since its beginnings in 2007-8 and to provide tips and instructions about how to manage the back-end processes that keep MaFI running efficiently.
- Systemic M&E, Phase II: To illustrate the practical application, implications and impacts of the principles proposed in the Systemic M&E synthesis document in the context of inclusive market development initiatives.
- Complexity Dialogues: To build a learning agenda that will help MaFI to interact in a more systematic way with complexity experts to improve the application of complexity science in inclusive market development practice and policy-making.
- Capacity Building: To build global convergence and consensus around the basic skills and attitudes that effective and efficient facilitators of inclusive market development initiatives should have.
- Knowledge Production System: To convert the best discussions ever produced by MaFI into knowledge products that are easy to read and can reach large numbers of practitioners globally, both for information and training purposes.
- Local Learning and collaboration: To promote locally contextualised learning and collaboration between key development actors such as field practitioners, policy-makers and donors around issues related to facilitation of inclusive market development
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.
Research on dynamic effects of employability of vocational college students i...ijcsit
This study used the dynamic scenario simulation of system dynamics to perform simulation on the effects of
education policies, trend of employment demand, and employability qualities of vocational college
graduates on the development of employment demand in Taiwan’s technology industry. According to the
research results, dynamic situational simulation of system dynamics can be used to simulate the effect of
changes in education policy system with time on the development and trend of employment demand in
technology industry. The simulation results of policy scenario showed that the talent shortage in technology
industry should be overcome by improving education policy. The problem of talent shortage cannot be
effectively alleviated until the matching rate between education policy and employment demand reaches
90%. The simulation results of this study can be provided as reference for education policy planners to
improve the employability of vocational college students. It is intended to provide valuable suggestions to
reduce the unemployment rate of vocational college graduates and to substantially reduce the gap between
industries and academia, in order to further enhance Taiwan’s competitiveness in the global economic
system.
The project entitled “A Study on Training and Development Program in Airport Authority of
India, Chennai” is our study. During the completion of the project, I had the honor of meeting more than 100
employees of the Airport Authority of India and studied the various training and development procedures they
went through from that we inferred that knowledge based training and development procedures escalate the
performance and overall efficiency of the employees. Training improves changes and moulds employee’s
knowledge, skills, behaviors, aptitude and attitude towards the requirement of the job and organization. The
research design adopted in this study is descriptive analysis. The opinion of the employees in the training
programme was obtained through the structured questionnaire and interaction with them. A questionnaire is
prepared for the employees, to suit their expectation and needs.
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
Comparative study of UK Leadership with Africa Countries Leadership.docxberhanu taye
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፡፡
ZGB - The Role of Generative AI in Government transformation.pdfSaeed Al Dhaheri
This keynote was presented during the the 7th edition of the UAE Hackathon 2024. It highlights the role of AI and Generative AI in addressing government transformation to achieve zero government bureaucracy
Understanding the Challenges of Street ChildrenSERUDS INDIA
By raising awareness, providing support, advocating for change, and offering assistance to children in need, individuals can play a crucial role in improving the lives of street children and helping them realize their full potential
Donate Us
https://serudsindia.org/how-individuals-can-support-street-children-in-india/
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Canadian Immigration Tracker March 2024 - Key SlidesAndrew Griffith
Highlights
Permanent Residents decrease along with percentage of TR2PR decline to 52 percent of all Permanent Residents.
March asylum claim data not issued as of May 27 (unusually late). Irregular arrivals remain very small.
Study permit applications experiencing sharp decrease as a result of announced caps over 50 percent compared to February.
Citizenship numbers remain stable.
Slide 3 has the overall numbers and change.
This session provides a comprehensive overview of the latest updates to the Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards (commonly known as the Uniform Guidance) outlined in the 2 CFR 200.
With a focus on the 2024 revisions issued by the Office of Management and Budget (OMB), participants will gain insight into the key changes affecting federal grant recipients. The session will delve into critical regulatory updates, providing attendees with the knowledge and tools necessary to navigate and comply with the evolving landscape of federal grant management.
Learning Objectives:
- Understand the rationale behind the 2024 updates to the Uniform Guidance outlined in 2 CFR 200, and their implications for federal grant recipients.
- Identify the key changes and revisions introduced by the Office of Management and Budget (OMB) in the 2024 edition of 2 CFR 200.
- Gain proficiency in applying the updated regulations to ensure compliance with federal grant requirements and avoid potential audit findings.
- Develop strategies for effectively implementing the new guidelines within the grant management processes of their respective organizations, fostering efficiency and accountability in federal grant administration.
Presentation by Jared Jageler, David Adler, Noelia Duchovny, and Evan Herrnstadt, analysts in CBO’s Microeconomic Studies and Health Analysis Divisions, at the Association of Environmental and Resource Economists Summer Conference.
What is the point of small housing associations.pptxPaul Smith
Given the small scale of housing associations and their relative high cost per home what is the point of them and how do we justify their continued existance
Up the Ratios Bylaws - a Comprehensive Process of Our Organizationuptheratios
Up the Ratios is a non-profit organization dedicated to bridging the gap in STEM education for underprivileged students by providing free, high-quality learning opportunities in robotics and other STEM fields. Our mission is to empower the next generation of innovators, thinkers, and problem-solvers by offering a range of educational programs that foster curiosity, creativity, and critical thinking.
At Up the Ratios, we believe that every student, regardless of their socio-economic background, should have access to the tools and knowledge needed to succeed in today's technology-driven world. To achieve this, we host a variety of free classes, workshops, summer camps, and live lectures tailored to students from underserved communities. Our programs are designed to be engaging and hands-on, allowing students to explore the exciting world of robotics and STEM through practical, real-world applications.
Our free classes cover fundamental concepts in robotics, coding, and engineering, providing students with a strong foundation in these critical areas. Through our interactive workshops, students can dive deeper into specific topics, working on projects that challenge them to apply what they've learned and think creatively. Our summer camps offer an immersive experience where students can collaborate on larger projects, develop their teamwork skills, and gain confidence in their abilities.
In addition to our local programs, Up the Ratios is committed to making a global impact. We take donations of new and gently used robotics parts, which we then distribute to students and educational institutions in other countries. These donations help ensure that young learners worldwide have the resources they need to explore and excel in STEM fields. By supporting education in this way, we aim to nurture a global community of future leaders and innovators.
Our live lectures feature guest speakers from various STEM disciplines, including engineers, scientists, and industry professionals who share their knowledge and experiences with our students. These lectures provide valuable insights into potential career paths and inspire students to pursue their passions in STEM.
Up the Ratios relies on the generosity of donors and volunteers to continue our work. Contributions of time, expertise, and financial support are crucial to sustaining our programs and expanding our reach. Whether you're an individual passionate about education, a professional in the STEM field, or a company looking to give back to the community, there are many ways to get involved and make a difference.
We are proud of the positive impact we've had on the lives of countless students, many of whom have gone on to pursue higher education and careers in STEM. By providing these young minds with the tools and opportunities they need to succeed, we are not only changing their futures but also contributing to the advancement of technology and innovation on a broader scale.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
1. WELCOME To VIVA VOCE …
PRACTICES AND CHALLENGES OF KAIZEN
IMPLEMENTATION AT ENTOTO POLYTECHNIQUE
CLUSTER COLLEGE IN WOREDA 3 OF GULELE
SUB-CITY, ADDIS ABABA CITY ADMINISTRATION
By
Berhanu Tadesse Taye
Advisor:.......
Vocational Education and Management Unit
College of Education and Behavioural Studies
Addis Ababa University
November 2014
2. Outline of Presentation
1. Introduction
2. Background of the Study
3. Statement of the Problem
3.1. Basic Research Questions
4. Objectives of the Study
5. Context of the Study
6. Research Design and Methodology
7. Findings
8. Conclusion
9. Recommendation
10. Limitations of the Study
3. 1. INTRODUCTION
• In globalization era, the world gets organized in the form of
economic unity which necessitates quality management
system, like kaizen.
• Kaizen literally means “improvement” or is often
interpreted as gradual progress or incremental change
participating the whole workers share ideas and their
creativity ↑↓ in the hierarchy.
• TQM (in 1950), Kaizen later (1986) is one way of
improvement of work process associated with organization
performance and effectiveness.
• Prominent intellects (scientist), Edward Deming from USA
but in Japan, Isikawa and Eiji Toyoda from Japanese work
on it (TQM). The later is Masaaki Imai clarify it the term
Kaizen.
4. 2. BACKGROUND OF THE STUDY
• Against those backdrops, a number of countries in the
world, including Ethiopia have got convinced by the
positive contributions of the Kaizen (Total Quality
Management) System to the quality of business
management and products from the firms.
• The Government of Ethiopia, inspired by the
practicality of the Kaizen Policy in the business firms,
adopted it as an exemplary approach and tool of growth
and development in July 2008.
• According to Imai (1997) Kaizen is a commonsense low
cost approach to management its goal is to help
enterprises attain higher quality of products and
services lower cost and timely delivery.
5. 3. STATEMENT OF THE PROBLEM
Different countries in the world applied Kaizen
Management techniques.
It has various types of practice for the purpose of slow
and steady improvement.
Most Asian countries have successes in this strategy.
But, it has encountered by multi-dimensional challenges.
Ethiopia has taken similar reforms measures aiming at
alleviating the observed problems through the
incorporation of Kaizen as a policy from Japans.
Likewise, Kaizen being implemented in Addis Ababa at
industry/company and Woreda level (SMEs level).
Kelly (2000: 71), in contrast, states that “…the partial or
incorrect implementation of generated strategy and policy
will always produce instability and wastage of resources.”
6. Statement of the Problem (Cont’d…)
That is why the Government of Ethiopia employed
professionals to implement the full package of industrial
extension and technology adaptation and transfer workers
which were an attempt was launched as the second phase
in 2011.
The researcher’s knowledge acquired through work
experience alike to this theme exposition and practical
involvement in an event and activity as a coordinator that
enable gained knowledge over time.
Therefore Kaizen implementation some of the drawback
linked to the pre- and present Kaizen implementation in
the Woreda level as lack of awareness, attitudes and
stakeholder participation for the amelioration of SMEs
business activity.
Consequently, the practice of Kaizen Training was not
7. Statement of the Problem (Cont’d …)
There were material and financial constraints and the executives’
and the implementers’ poor capacity to applying the proper policy and
strategy in a context sensitive approach.
The assessment report presented in the meeting shows that kaizen
training implementation had come up with several problems associated
with the implementation of Kaizen in all constituencies/ stakeholders of
Addis Ababa which played similar roles.
Kaizen strategy and its application in the SMEs were at grassroots
(Woreda) level in Addis Ababa, the organizational structure was done
without any detailed and feasibility study.
If the Government’s policy makers are benchmarking the
appropriate policy, it should safeguard at least for five, ten or more
years like that of the originator as a strategy implementation at
grassroots level.
Nevertheless, due to dawdling of working environment most of
Woreda Kaizen team was evacuated from their work place and
employed in the factories also the remaining professionals lastly the
TVET agency assigned as trainers in TVET colleges others lay off....
8. Statement of the Problem (Cont’d …)
Though a number of journals and reviews have been
conducted, a comprehensive and systematic study was not
conducted regarding kaizen program implementation to
benchmark best practices, innovation, knowledge sharing,
ergonomics and obtained operational knowledge management
about the theme.
Gemechis (2007) and ILO (2009) also indicate that
entrepreneurs in SMEs are surrounded by a number of
challenges.
These challenges have thus hindered the entrepreneurs in the
enterprises from making meaningful contributions to the
attempt towards poverty reduction in towns, region and the
country as a whole.
Therefore, this research aims at attempting to make a
profound (deep) study at the Entoto TVET Cluster College
implementation of Kaizen in the SMEs.
9. 3.1. Basic Research Questions
As Kaizen Management System is a newly emerging system,
this study intended to address the following research questions:
How did the managers of kaizen training implementers and
stakeholders practice kaizen as expressed in the documents on
Kaizen Training Strategy at those SMEs in the Woreda?
To what extent, is the implementation of kaizen strategy
changing the activities, products and services provided by the
Cluster Polytechnic College?
What important advantage has implementing the Kaizen
Training Strategy to SMEs under the Cluster Polytechnic
College?
why the challenges encountered during implementation and
successes of implementing Kaizen in the SMEs under Entoto
Cluster College?
10. 4. OBJECTIVES OF THE STUDY
4. 1General Objective
This study generally aimed at investigating the practices and challenges of
implementing Kaizen at SMEs which are working in partnership with
Entoto TVET College in Woreda 03 of Gulele Sub City, AACA.
4.2 Specific Objectives
Identify the kaizen implementation practices at Entoto TVET Cluster
polytechnic college in Woreda 03 SMEs of Gulele Sub-City
Administration.
To investigate the organizational strength of the stakeholders and Entoto
TVET Cluster College in relation to the provision of Kaizen Training
implementation in SMEs Gulele Sub-City,
Identify Kaizen contributions to knowledge, skills and attitudes
development in different SMEs in partnership with Entoto Polytechnic
Cluster College;
To investigate the approach used by enterprises and TVET College to
address the challenges encountered by SMEs in Gulele Sub-City;
To identify factors contributing to challenges in implementing kaizen
strategy in the Woreda and stakeholders.
To identify possible and plausible suggestions to be implemented at
different and various socio-economic contexts.
11. 5. CONTEXT OF THE STUDY
The pilot project in the company 2009 to 2010 was
conducted and observed the success and resumed the
best practices at AACA SMEs Gulele Sub-City including
woreda 3 DTM/Menen industry areas and other place
there were 12 small and micro Enterprise in 2011/12
implemented the area of manufacturing, construction
and service sectors implemented Kaizen with the
collaboration of TVET College, former Woreda
Industrial Extension and Kaizen Institute.
This study involve only 6 enterprises by using
available sample of small and micro enterprises which
implement Kaizen at Woreda 3 of Gulele Sub-City were
more capable of doing kaizen implementation.
The overall description profile of sample enterprises
and Entoto TVET College may vividly put the image(s)
of them.
12. 5.1. Rationale of the Study
The supporting strategy set by AACA for SMEs provides
the package according to the growth level of the enterprises
which mean the beginners level (MSEs) did not involved in
the kaizen implementation.
That is above capable alone SMEs endorsed (formally
approved) to implement kaizen according AACA TVET
agency.
i.e. for MSEs practices of kaizen implementation were not
endorsed.
Working culture and activity of the TVET, the stakeholders
and the Enterprises clearly expressed including their profile.
13. 6. RESEARCH DESIGN AND METHODOLOGY
• The methodology of a research study emerges out of the
nature of the problems and purpose of the study.
•In order to have understanding of the new phenomenon
as recommended (Yin,2009) mainly quantitative and
qualitative mixed research methods were used.
• The mixed method in another form can use by means of
multiple methods in a single study.
• 6.1. Research design
The chosen design for this research is Case Study, and it
falls within the interpretive and positive paradigm in
which both qualitative and quantitative mixed approach
were the most prominent research methods in this study
employed.
14. 6.2. Source of Data Collection
Data for this research was collected from both primary and secondary sources of
data collection during the field work since each source has its own importance
about obtaining right data.
The primary data were triangulating the secondary data. Primary data was
collected using semi-structured and structured interviews, questionnaires, and
persistent observations. Data from one TVET College and six SMEs which
found in woreda three documents were also analyzed. Secondary data, on the
other hand were got from books, report document, internet sources, pamphlets
other media sources. The data from the secondary sources were analyzed
using thematic and content analysis.
Primary and secondary data sources were used for this research,
Interviews, questioners and frequent field observation were used to get valid
information to assess the states of TVET and enterprises from respondents, as
well as for triangulation purpose.
To strengthen the data, the study is conducted with document reviews to
mismatch between actions and outcomes. The job positions of the study
participant
15. 6.2 Sampling Techniques
Purposive sampling for selecting Entoto TVET College
Convenience or availability sampling for selecting the
SMEs.
Stratified sampling to collect the quantitative data
Purposive, snowball and judgment sampling for selecting
the informants.
For the quantitative data, the researcher used stratified
sampling technique.
In order to use the stratified sampling, the study
population was stratified into strata.
In the first stratum, all teachers (trainers) in the TVET
College and all employees in those enterprises were grouped
to select and draw samples for the actual data collection as
trainees and trainers.
16. 6.3. Selection of Participants
In E TVET CC, out of the total population of 105 trainers, 55
sample of the targeted coordinators and trainers, 26 (47.27%) + mgt
staff (Dean) 1=27
Among a total of 142 employees in the enterprises, the researcher
selected only 35 (24.65%)
From former Woreda Kaizen Teams…… 4 (Mgt staff=2; staff=2).
Woreda MSE Office ……………………… 4 (staff=3 ; Mgt=1)
Woreda MFSCA……………………………staffs=3 mgt 1=4
Out of 6 SMEs………………………41 (35 employees ; owners+ 6)
Interviewed: a total of 7 interviewees (composed of 1 Vice Dean, 2
Woreda Industrial Extension Coordinators (Kaizen implementers),
1 MSE Office Head, 1 Microfinance Office, and 2 SMEs were
selected for interviews.
80 respondents in the study Woreda were selected and interviewed.
Specifically, the researcher dispatched 27 questionnaires to the
trainers, 41 to the employees and 12 to the stakeholders who are
directly related their job implement kaizen in the sample enterprises to
collect the quantitative data.
17. 6.4. Data Collection Instruments
Yin (2008) defined the case study as research approach
that seeks to answer the “how” and “why” questions.
In the study, both quantitative and qualitative data
collection instruments and procedures were employed.
These include:
Questionnaires;
Interview guide/protocol;
Semi-structure interview
Observation checklists; and
Documentary Analysis Template/Matrix.
18. 6.5. Reliability and Validity
Those scaled items in the structured questionnaire were found to be
reliable and valid because the Cronbach’s alpha coefficient correlation was
calculated to be .850 which is higher than .70 (as stated in the main study
of Table 3.2). Cronbach's alpha coefficient is generally used as a tool for
assessing the reliability of Likert scales it measure attitude. The higher the
score, the more reliable the generated scale is.
Content validity checked by advisor and three kaizen trainers.
6.5.1. Pre-testing and Pilot Study
Pilot Study: Once the questionnaire was constructed, the researcher must
pilot, it used as feasibility study the idea or method behind research ideas
are sound, before launching a larger quantity, this was done.
Pre-test: To detect ambiguous and unclear statements, a draft
questionnaire was first administered by selecting a total of ten respondents
(i. e. five trainers, two coordinators, and three owners of the enterprises)
for pre-testing the questionnaire and undertaking the initial pilot study at
Entoto TVET Institution which was not included in the actual research,
including trustworthiness and ethical considerations.
19. 7. RESEARCH FINDINGS - FIRST IMPLEMENTATION
Background characteristics of the respondents: a total of 75 (93.8%) of
the respondents were males and 5 (6.2%) were females. The majority of
the respondents are males.
which involves much more physical work, might have contributed to the
less number of female workers in the study.
Regarding their educational status, more than half of the proportion of
the respondents, 42 (52.5%) were found to hold first degree.
However, a total of 17 (21.3%) of the respondents were below certificate
in their educational status most of them were those employees in the
enterprises that appeared to be below the recommended standard
proposed by the TEVT Agency Office in Addis Ababa.
The actual implementation of kaizen strategy has achieved success
stories in Woreda 3 Administration of Gulele Sub-City, Addis Ababa.
After the implementation stage, fifty-three percent of the respondents felt
that they had a very clear understanding of the kaizen strategy.
The study assessed whether or not they were able to use the information
and/or skills acquired through the implementation to improve their own
effectiveness as a leadership team. About two-fifth (thirty-nine percent) of
the respondents evaluated the kaizen implementation at low level.
20. Findings (Cont’d …)
Despite the problem which was observed by the managers and the
implementers, their commitments were encouraging,
The stakeholders were positively involved in Woreda 3 Administration.
One Center Service in Gulele Sub-City Woreda 3 indicated that the Office
made a link between the enterprises to governmental organizations, NGOs
and buyers. Therefore, the enterprises sold their products in a large quantity.
Overall success of the enterprises in kaizen implementation within their
enterprises. Being in the initial stage of the kaizen implementation, only 36.0%
of the respondents felt that kaizen contributed to reduction in lead time,
whereas six percent of them showed some types of quality improvement, five
percent of the respondents replied customers’ satisfaction, 45.0% of the
respondents replied that after implementation reduction of cost and lead time.
In addition, after going through the kaizen training and implementation
stage, (13.0%) of the respondents believed that kaizen would likely contribute
to increased staff motivation.
Based on the second indicator - the implementation included an effective level
of participation and involvement, a total of 36 (45.0%) of the participants in
the study considered its implementation as highly implemented, and 34
(42.5%) of them ranked it at the rate of moderately implemented.
21. Findings (Cont’d … )
Thus, this finding implies that the kaizen implementation is rated at moderate level.
One may conclude that there were good levels of commitment, interest and application on
the part of those stakeholders for the implementation of kaizen at Woreda 3
Administration.
As the research indicate that most of the enterprises didn’t apply properly Kaizen
particularly after implementation the sustainability of the strategy most of the enterprises
quit the event after the kaizen trainers leave the enterprise. Almost all enterprises didn’t
implement properly except two enterprises the formality and standard fulfilled by the
enterprises, like changing management and skills. Awareness creation also not carried out
properly before starting the event. Due to this problem the willingness of the enterprise is
less. This makes them difficult to implement and the success rate are lower than kaizen
strategy standard.
ATM engineering Metal and Wood Works Enterprise performed extraordinary
innovative technological work and gained in terms of shop width of 100 m2, and extra
space of 24 m2 . The Enterprise not only implemented Kaizen, but also applied BPR to
increase organizational performance and effectiveness in the Enterprise which can be best
practice for others and other enterprises which, in turn, used ATM as benchmarking.
Lalibela Woodworks Enterprise achieved such positive outcomes as shop width of 140 m2,
extra space of 50 m2, and expenses of ETB 1500 for the implementation, incomes which
amounted ETB 1000 from the selling of waste products and ETB 800 in support of
electricity installation. the sustainability of the strategy quit the event after the kaizen
trainers leave the enterprise
Kaizen team Woreda level was commenced without feasibility study and also ceased
without intention. However, the positions at this level were important for the purpose of
22. 8. Conclusion
The use of pilot taste to know the intended program is feasible or not this was conducted in
company but not in woreda level before hired kaizen implementers in larger quantity they
should have to hired and start small amount of employees. When we estimate the amount
lost due to fail the program it was much costly.
Indeed, kaizen during implementation (event) it has its own procedure to implement said former
woreda level kaizen team coordinator farther more if the enterprises implement the
procedure enthusiastically they will get small improvement at the beginning and big
improvement in the long range;
Based on the total mean of 2.77, one can easily conclude that the activity of 5s in the
management resembles poorly implemented since the number is more than 2.5 times. It
somehow resembles fair. Therefore, the management needs capacity building before
implementing kaizen. Thus, more work is needed to solve the 5s implementation problems.
Challenges related to the implementers of 5s:
Woreda level Kaizen team has commenced without feasibility study and also ceased
without intention.
Members of the implementation group are new to the activities which lead to loss of
confidence, lack of infrastructures and material resources
Failure to actively involve the newly selected members of the implementation group from
the College and Woreda offices.
Unable to recruit qualified employees for the jobs.
New members are not familiar with job – there are gaps in their skills
Coordination problem during commencement and communication,
Lack of a trainer for Tapestry Training
No adequate administrative supports, feedbacks , and encouragement.
23. 9. Recommendation
Before implementation, kaizen implementers and top management should get
training which ties them together on knowledge of kaizen leadership quality, skills
hand on and attitudes to go together with this dynamic world.
Within the premises of SMEs, training and development implementers should be
well-equipped with necessary materials and provide all forms of training, and
encourage private advisory kaizen training, The assignment of the position of top
management should be merit -based , the City Government should revise
organizational structure based on what the Policy document plan stipulates, the
stakeholders should improve their practice of documentation of kaizen at MSEs level.
Enterprises should revise business plan work on quality, reduce price of production,
as well as customers satisfaction, should increase staff motivation, increase
contribution of staff’s idea sharing and decision making, and should work on the
safety, and the sustainability of the package.
Therefore, the stakeholders should consider those stories as good lessons, work
hand-in-hand and shoulder-to-shoulder with one another in synergy form or esprit de
corps to effectively address the challenges identified.
Finally, it is recommended that professionals from different fields of study should
conduct studies on kaizen using more of quantitative methods which will be
triangulated by qualitative methods.
While we are on the verge of industrialisation which means transforming from
agriculture-led to industry-led in both our governmental institutions and private
enterprises, these organizations should have to implement Kaizen/TQM as a strategy.
24. 10. Limitations of the Study
The research has some limitations although the student researcher has
devised mechanisms for handling risks, challenges and using the existing
opportunities properly in the process of the research undertakings.
The limitations include:
•Lack of comprehensive and systematic study on kaizen and related issues at
grassroots level even in the national level.
•Lack of books with reference to Kaizen (business management) in the
campus libraries, and also the book in the book shop is too mach expensive
to purchase.
•Lack of time and financial resources on the part of the researcher
•The sampled enterprises and trainers (respondents) ran in shortage of time
as they were busy in their engagement in production, sells and daily
responsibilities the trainers. In general Lack of willingness to actively
participate in the study.
•Some of the observed enterprises and TVET College had suspicions to a few
of the sensitive questions which might result in biased responses.
•The study may lack external validity because of the types and size of sample
taken.
Pilot project was implemented for two years starting from 2009 and were chose a total of 30 companies (i.e., 10 from Metal, 6 from Agro-processing, 6 from Chemicals, 4 from Leather, and 4 from Textile Companies).
Among these Companies, 3 were then evaluated as excellent 5 as best, and 10 as good performers.
In 2011 the Ethiopian Kaizen Institute was established EKI.
However, Ethiopia’s efforts to solving the problems have limited and inconclusive in different woredas of AACA. There are excess of complex factors that have positive and/or negative relationships with the practices and challenges of implementing kaizen strategy in the country in general and in Addis Ababa woredas in particular.
Private sector development is central to addressing the youth employment challenge. None out of ten jobs in the developing world are in the private sector and private companies are the main long-term source of jobs and incomes. The growth of SMEs, in particular presents significant opportunities for employment generation and poverty reduction. Successful, growth-oriented enterprises invest to improve productivity and employ people, in Africa (Africa Commission, 2009).
Africa’s small enterprises, from traders to farmers, contribute to more than 80 percent of output and jobs in most African nations. They offer the best opportunities for growth, diversification and job creation. But SMEs are constrained by limited access to stable energy services, business management skills, skilled labour, and especially finance for investment.
Almost 50 percent of African companies identify lack of access to finance as a major constraint to doing business, which is higher than in any other part of the world according to the World Bank Enterprise Surveys (2009). The cost of finance, including investment finance, is higher in African than any other part of the world, and the access for SMEs is particularly limited. Very few commercial banks do small enterprise banking in Africa. Furthermore, the global financial crisis is likely to squeeze access to finance for these enterprises more than for bigger companies for some years to come (Africa Commission, 2009).
Creation, Milford, and Dirk Willem te Velde (2010) Review of the most recent literature on Entrepreneurship and SMEs Input to DFID’s Wealth Creation Agenda: Making British International Development Policy more focused on Boosting Economic Growth and Wealth ODI overseas development institute.
The primary data were triangulating the secondary data. Primary data was collected using semi-structured and structured interviews, questionnaires, and observations. Data from woreda three in six SMEs and one TVET College documents were also analyzed. Secondary data, on the other hand were obtained from the internet sources, books, pamphlets. The data from the secondary sources were analyzed using thematic and content analysis.
The primary data were triangulating the secondary data. Primary data was collected using semi-structured and structured interviews, questionnaires, and persistent observations. Data from one TVET College and six SMEs which found in woreda three documents were also analyzed. Secondary data, on the other hand were got from books, report document, internet sources, pamphlets. The data from the secondary sources were analyzed using thematic and content analysis.
The primary source of data was used since it is data provided by the actual witness to the incident in question, and for the reason that they are the most valid, the most illuminating and the most truth manifesting data;
And secondary source of data was used in the absence of, or to supplement, primary data and was used as data derived not from the truth itself, but from the primary data (Leedy and Ormrod,2003).
The actual implementation of kaizen strategy has achieved success stories in Woreda 3 Administration of Gulele sub-city, Addis Ababa
This thesis has been arguing that the implementation of kaizen strategy documents limited success stories, but with multi-dimensional problems encountered in various socio-economic contexts on the implementing partners at different levels. One may conclude that there are good levels of commitment and interest on the part of those stakeholders for the implementation of kaizen in Woreda 3 area. The TVET College should continue to support kaizen in the future in that they agree on the essence of the statement.
After the implementation stage, a reasonable number of the people in the implementation of the strategy have a very clear understanding of the kaizen strategy. Due to moderate level of implementation, the enterprises created conducive environment and then time was saved; problem of installation solved; after the installation conducive, visible and safe environment created; the warehouse was re-arranged and all materials were situated in a clearly visible area; and the garbage was prepared and situated in a specified areas of those sampled enterprises in the Woreda, created team work and synergy.
The Addis Ababa City TVET agency used erase afar putting the organizational structure at Woreda level again cease officially without feasibility study.
lack of coherence and co-ordination between Woreda Industrial Extension Team, TVET Cluster College and AACA TVET Agency;
Challenges of with related to enterprises
As the research indicate that most of the enterprises didn’t apply properly Kaizen particularly after implementation the sustainability of the strategy most of the enterprises quit the event after the kaizen trainers leave the enterprise. Almost all enterprises didn’t implement properly except two enterprises the formality and standard fulfilled by the enterprises, like changing management skills. Awareness creation also not carried out properly before starting the event. Due to this problem the willingness of the enterprise is less. This makes them difficult to implement and the success rate are lower than kaizen strategy standard.
Challenges of With related to the implementation
The use of pilot taste to know the intended program is feasible or not this was conducted in company but not in woreda level before hired kaizen implementers in larger quantity they should have to hired and start small amount of employees. When we estimate the amount lost due to fail the program it was much costly.
Indeed, kaizen during implementation (event) it has its own procedure to implement said former woreda level kaizen team coordinator farther more if the enterprises implement the procedure enthusiastically they will get small improvement at the beginning and big improvement in the long range