Commercial Training Research Articles

Development of Novel Measures to Assess the Effectiveness of Commercial Airline Pilot Situation Awareness Training

The present study took a novel approach to the assessment of a commercial airline pilot Situation Awareness (SA) training programme developed under the European Commission Framework V ESSAI project. Two measures of SA were developed specifically for the present study; the Situation Awareness Knowledge Test (SAKT) and the Situation Awareness and Workload In-flight Measure (SAWIM). Thirty-two aircrew participants took part in this study; half received standard Line-Oriented Flight Training (LOFT) and half received the bespoke ESSAI SA training. The results of the study provide evidence for the validity of these tools to detect improvements to aircrew SA afforded by the novel training programme.

Modernising government workplaces: towards evidence, as well as experience

Based on a presentation entitled “Modernising government workplaces”, looks at how modernisation can help in increasing productivity in the workplace. Examines public buildings as economic and social assets and factors of productivity while taking into account the work of the Commission for Architecture and the Built Environment (CABE). Concludes that CABE should set up an independent research body that produces evidence‐based knowledge, applied in educational programmes at universities, commercial training bodies and professional institutes, and which provides evidence‐based knowledge, not just experience‐based learning.

Managing the transition

This is the second article dealing with the changing nature of work, the previous one having been published in Industrial and Commercial Training, Vol. 35 No. 5. This deals with the managerial responsibilities for managing an organisation through a change process to maintain current levels of performance and to move towards the desired future state through dealing with the people issues involved in the change programme. It covers the issues of coping with change and uncertainty, the role of managers at times of change, motivating teams through the change process, anticipating problems and planning ways of handling them.

Market‐orientated Positioning of On‐farm Processed Foods as a Condition for Successful Farm Diversification

Farm diversification is stimulated within the reform of the common agricultural policy. On‐farm processing and direct marketing are options, but farmers often lack a marketoriented approach. This paper illustrates the problem by presenting a consumer survey regarding on‐farm processed yoghurt. Conjoint analysis is used to define the most preferred yoghurt in different market segments. Results of the price sensitivity meter are similar to the conjoint analysis. Farmers' price setting is not always adequate, which means that opportunities and additional income are lost. Providing the necessary assistance in collecting market information and commercial training is essential in obtaining sustainable benefits from on‐farm processing and direct marketing.

Public relations expertise deconstructed

This article deconstructs public relations expertise by presenting the results of extensive empirical enquiries. The data were gathered during participant observation of a three-week commercial training course for international practitioners offered in London in 1998; and from over 100 winning entries to a British PR industry awards scheme over 16 years. Theoretically, the work draws on ideas from the sociology of the professions and Bourdieu’s The Logic of Practice. Professional expertise emerges from the analysis as a body not of abstract, but of practical knowledge. The components of this knowledge are identified, and then the interrelationships of its conceptual frame and professional tools modelled in two figures: ‘Public relations’ domain and lines of intervention’ and ‘Public relations brings together the symbolic and the material’. The conclusion proposes that an understanding of the institution of consultancy, which produces and replicates the occupation’s expertise as revealed here, is a necessary addition to existing management or media studies’ understanding of public relations.

Physiological variables measured under field conditions according to age and state of training in French Trotters.

We hypothesised that the derived physiological variables V2 and V4 (velocity to achieve a blood lactate concentration of 2 and 4 mmol/l, respectively), HR2 and HR4 (the corresponding heart rate) and V200 (the velocity for a heart rate of 200 beats/min) would improve with training state and age, in French Trotters. A total of 194 French Trotters from one training establishment were followed for 6 years and 1105 standardised field exercise tests performed on a sand training track. The horses were divided into 6 age groups (from 1 to > or = 6 years) and 4 training groups (beginning, endurance training, sprint training, racing). A 2-way analysis of variance was performed to evaluate the effects of age, training and the interaction of age and training on these physiological variables with the level of statistical significance set at 5%. The results showed that there was a significant influence of age on HR4, V2, V4 and V200, with these variables increasing with age. Also, there was a significant influence of training and both age and training on V2, V4 and V200, with these variables increasing with training and age. These results, obtained in a longitudinal study in a reproducible field environment, are consistent with previous laboratory-based experimental studies. We conclude that objective indices of fitness obtained on the training track can be useful in the commercial training environment.

Organisation of truck-driver training for the transportation of dangerous goods in Europe and North America

In Canada, as in several other countries, truck drivers involved in the transportation of dangerous goods must be trained. However, given the many differences in vehicles, substances transported and driving conditions, international guidelines are very open-ended. This article outlines the domestic training requirements in Canada, the United States, The Netherlands and Sweden, and examines the manner in which the training is provided. In both Canada and the United States, the responsibility for assuring a driver is adequately trained rests with the employer. It is the employer who determines the duration and content of any training program. In addition, the assessment of a driver is also an employer responsibility. In practice, possibility in light of liability issues, many employers use commercial training firms. However, generally speaking there is no national or regional accreditation program for such commercial firms. In Europe, where training is conducted in response to the European Agreement concerning the International Carriage of Dangerous Goods by Road, training and testing must receive national accreditation, although the specific details of such accreditation are not spelled out. Sweden places its emphasis on careful accreditation of those providing training, while in The Netherlands more importance is placed on examinations to be used to test the results of the training. The intent of this article is to show that the same goal in four different countries has resulted in four different schemes, each of which appears to be accepted in the country of use. A comparison of safety achieved in the transportation of dangerous goods in each country is beyond the scope of this article. International evaluation studies would be necessary to draw scientifically-based conclusions on the effectiveness of truck-driver training systems for the safe transportation of dangerous goods.

Corporate Governance and the Sons of Cadbury

Corporate governance has emerged from obscurity into being a mainstream topic about which there is a need to know, as well as being incorporated into industrial and commercial training courses. There has been a plethora of reports starting in the USA and spreading to the UK, which has then produced a series of reports whose influence, example and model has spread throughout the world. Some main forces explaining the provenance of corporate governance are provided before discussing the US Treadway and COSO Reports. Concerns with business ethics also are a factor. These reports in turn influenced the Cadbury Report and the “Sons of Cadbury” the most recent and most significant being the recent Turnbull Report. This impacts much more on grass roots practices than the others, and its messages therefore need to be absorbed into training courses.

NextEd Offers Multiple Services for Hitting Asian Marketplace

NextEd, an international education and training infrastructure company started in 1998, with offices in Australia, China, Hong Kong and Malaysia, currently has business relationships with 25 higher education institutions and commercial training providers located throughout the world.

Erratum

This article has been withdrawn as it was published elsewhere and accidentally duplicated. The original article can be seen here: 10.1108/00197850110366940. When citing the article, please cite: Tony Byrne, Bryony Mundy, (2001), “NHS consortium helps staff take ownership of their careers”, Industrial and Commercial Training, Vol. 33 Iss: 1, pp. 29 - 31.

The Nonstationary Staff-Planning Problem with Business Cycle and Learning Effects

AboutSectionsView PDF ToolsAdd to favoritesDownload CitationsTrack CitationsPermissionsReprints ShareShare onFacebookTwitterLinked InEmail Go to Section HomeManagement ScienceVol. 47, No. 6 The Nonstationary Staff-Planning Problem with Business Cycle and Learning EffectsEdward G. Anderson, Jr.Edward G. Anderson, Jr.Published Online:1 Jun 2001https://doi.org/10.1287/mnsc.47.6.817AbstractManaging highly skilled employees is extremely complex because of the need to balance the costs and time lags associated with their training against the need to meet demand as quickly as possible. Unlike previous approaches to this problem in the staffing literature, this paper develops an optimal staffing policy at the strategic level to cope with nonstationary stochastic demand for a staff characterized by unproductive apprentice employees and fully productive experienced employees. The paper then explores the implications of this policy in different industries, using empirical data. Aside from the optimal policy, this paper's primary results include: (1) demand volatility reduces average productivity, most especially under conditions of low (or slightly negative) growth and—nonintuitively—low employee turnover or knowledge obsolescence rates; (2) there is a trade-off between meeting demand and high productivity; (3) firms with longer business cycles should smooth their hiring and firing policies; and (4) firms in industries with longer training times should smooth their hiring and firing policies. The paper also explores the possible rewards from reducing training times and turnover rates. Finally, it discusses managerial implications and possible future directions in research. Previous Back to Top Next FiguresReferencesRelatedInformationCited byWorkforce capacity planning with hierarchical skills, long-term training, and random resignations29 December 2021 | International Journal of Production ResearchOptimizing the Labor Strategy of a Professional Service FirmIEEE Transactions on Engineering Management, Vol. 66, No. 3Aging effects in public policy making30 September 2019 | System Dynamics Review, Vol. 35, No. 3Project and Resource Optimization (PRO) for IT Service Delivery29 December 2018An uncertain workforce planning problem with job satisfaction9 May 2016 | International Journal of Machine Learning and Cybernetics, Vol. 8, No. 5Erratum to ‘Inventory record inaccuracy: Causes and labor effects’18 March 2016 | Journal of Operations Management, Vol. 42-43, No. 1Workforce agility in operations managementSurveys in Operations Research and Management Science, Vol. 20, No. 2Inventory record inaccuracy: Causes and labor effects31 July 2015 | Journal of Operations Management, Vol. 39-40, No. 1Introduction to the Use of Linear Programming in Strategic Health Human Resource Planning15 June 2015An Overview of Industry Practice and Empirical Research in Retail Workforce ManagementDynamics of judicial service supply chainsJournal of Business Research, Vol. 67, No. 7Managing the supply and demand uncertainty in workforce recruitment: planned or just-in-time acquisition21 December 2017 | Journal of the Operational Research Society, Vol. 64, No. 11The Role of Operations Management Across the Entrepreneurial Value Chain20 January 2013 | Production and Operations Management, Vol. 22, No. 6A business dynamics model in entrepreneurial orientation for employeesIndustrial and Commercial Training, Vol. 45, No. 1Knowledge Life Cycle, Knowledge Inventory, and Knowledge Acquisition StrategiesSSRN Electronic JournalKnowledge Life Cycle, Knowledge Inventory, and Knowledge Acquisition StrategiesDecision Sciences, Vol. 41, No. 1Stochastic Optimal Control for Staffing and Backlog Policies in a Two-Stage Customized Service Supply Chain5 January 2009 | Production and Operations Management, Vol. 15, No. 2A general strategic capacity planning model under demand uncertaintyNaval Research Logistics, Vol. 53, No. 2A Hierarchical Product Development Planning Framework5 January 2009 | Production and Operations Management, Vol. 14, No. 3The “physics” of capacity and backlog management in service and custom manufacturing supply chainsSystem Dynamics Review, Vol. 21, No. 3 Volume 47, Issue 6June 2001Pages 735-879 Article Information Metrics Information Received:June 06, 1999Published Online:June 01, 2001 © 2001 INFORMSCite asEdward G. Anderson, Jr., (2001) The Nonstationary Staff-Planning Problem with Business Cycle and Learning Effects. Management Science 47(6):817-832. https://doi.org/10.1287/mnsc.47.6.817 KeywordsStaff PlanningLearningCapacity PlanningKnowledge ManagementProduct DevelopmentSystem DynamicsControl TheoryStochastic Dynamic ProgrammingPDF download

Erratum

This article has been withdrawn as it was published elsewhere and accidentally duplicated. The original article can be seen here: 10.1108/00197850010379794. When citing the article, please cite: Bernard Redshaw, (2000), “Evaluating organisational effectiveness”, Industrial and Commercial Training, Vol. 32 Iss: 7, pp. 245 - 248.

Corporate governance: the need to know

Corporate governance has emerged from obscurity into being a mainstream topic which there is a need to know, as well as being incorporated into industrial and commercial training courses. There has been a plethora of reports starting in the USA and spreading to the UK, whose influence, example and model have spread throughout the world. Some main forces explaining the provenance of corporate governance are provided before discussing the US Treadway and COSO Reports. Concerns with business ethics also are a factor. These reports in turn influenced the Cadbury Report and the “sons of Cadbury” the most recent and most significant being the recent Turnbull Report. This impacts much more on grass roots practices than the others, and its messages therefore need to be absorbed into training courses.

On the behavioural interpretation of neurophysiological observation

Examples of terror generated by an aircraft disaster, of human courtship behaviour, and of the application of laboratory techniques to the commercial training of animals suggest (1) that emotion is simply the subjective counterpart of (objective) motivation (so that separate brain mechanisms would be an embarrassment) and (2) the apparent involvement of reward and punishment is a consequence of the excessively narrow range of experimental procedures used and has no foundation in the design of the brain.

Erratum

This article has been withdrawn as it was published elsewhere and accidentally duplicated. The original article can be seen here: 10.1108/00197859810225634. When citing the article, please cite: Alan W. Marsden, (1998), “Training railway operating staff to understand and manage passenger and crowd behaviour”, Industrial and Commercial Training, Vol. 30 Iss: 5, pp. 171 - 175.

A special issue of abstracted articles on industrial and commercial training

This special “Anbar Abstracts” issue of the Industrial and Commercial Training is split into five sections covering abstracts under the following headings:Education/Graduates/Students; Training/Learning Techniques; Management Development; Career/Human Resources Development; Training Technology.

A special issue of abstracted articles on industrial and commercial training

This special “Anbar Abstracts” issue of the Industrial and Commercial Training is split into five sections covering abstracts under the following headings:Education/Graduates/Students; Training/Learning Techniques; Management Development; Career/Human Resources Development; Training Technology.

A special issue of abstracted articles on industrial and commercial training

This special “Anbar Abstracts” issue of the Industrial and Commercial Training is split into six sections covering abstracts under the following headings:Education/Graduates/Students; Training/Learning Techniques; Skills Training; Management Development; Career/Human Resources Development; Training Technology.

A special issue of abstracted articles on industrial and commercial training

This special “Anbar Abstracts” issue of the Industrial and Commercial Training is split into six sections covering abstracts under the following headings:Education/Graduates/Students; Training/Learning Techniques; Skills Training; Management Development; Career/Human Resources Development; Training Technology.

Erratum

This article has been withdrawn as it was published elsewhere and accidentally duplicated. The original article can be seen here: 10.1108/00197859410065861. When citing the article, please cite: Kim Gustafson, Brian H. Kleiner, (1994), “New Developments in Team Building”, Industrial and Commercial Training, Vol. 26 Iss: 9, pp. 17 - 22.