Training Of New Employees Research Articles

Usulan Perbaikan Kualitas pada Produksi Flanges Pipe dan Rubber Gasket Guna Mengurangi Produk Cacat (Studi Kasus : CV Anugerah Sukses Sejahtera Surabaya)

CV Anugerah Sukses Sejahtera is a company that operates in the field of manufacturing flanges and rubber gaskets. The company's production process sets a defect tolerance at 5%. In the production flow there is a process failure or defect that occurs in the production process and increases the tolerance amount above a predetermined limit. From the data that has been collected, researchers can identify the types of defect characteristics using the SPC (Statistical Process Control) method and analyze them using fishbone diagrams, as well as provide suggestions for improvements to the company. Based on the Pareto diagram, it was concluded that the highest percentage of defects was in burry defects at 43.2%, the highest rubber attribute defects were in wrinkles at 36.7% and variable flanges defects were in flatness defects at 44.1%. Based on the processing of samples 1-8, it was found that sample proportions exceeded the control limits of the P flange control chart, namely UCL at week 5 and LCL at week 6, while the other proportions were still in the control stage. The dominant cause of this problem is employees' lack of control over the job desk and lack of maintenance on machines. Thus, the proposed improvement given to the company is to carry out On Job Training for new employees, check the rubber raw materials and flanges raw materials, add LED lighting to each machine and carry out regular machine maintenance scheduling

Characteristics and affordability of American universities with a willingness to invest in sustainability

AbstractBased on investment data from 214 sustainable universities in the United States, a study on the characteristics and affordability of universities with a willingness to invest in sustainability was conducted. First, according to the concept of ESG, the related factors of sustainability are classified. Then, the important variables are selected by the Cp method. Finally, the main characteristics and maximum affordability of universities with investment willingness for sustainability are quantitatively studied through the logit regression model. The findings are as follows: (1) Most universities take sustainable industries as their investment objective, promoting investment through a series of sustainable policies. (2) The characteristics of universities are as follows: (a) the size of the campus within a certain range; (b) sustainability instruction training for new employees; (c) the encouragement of employees for community service; and (d) the establishment of CIR (Committees on Investor Responsibility). (3) The maximum affordability is 30.3% of the total investment, and approximately 94% of universities do not actually invest as much in sustainability as in willingness. The study defines the identification factors of universities to provide an important basis for the formulation and implementation of guiding policies related to investment in the sustainability of universities in the future.

Critical incident technique and action learning to enable organizational learning

ABSTRACT This paper focuses on a two-year program with a Norwegian public sector project-based construction company, where action learning groups and critical incident technique were combined to enhance organizational learning. Project-based organizations typically face difficulties of ‘project amnesia’, as they fail to integrate learning from experience into organizational memory. In drawing lessons from experience, employees often focus on solving short-term problems with individual projects rather than contributing to medium- and longer-term organizational learning. The program that is the focus of this paper engaged newly-appointed engineers in action learning groups and trained them to use critical incident technique to gather and analyze information about recent projects undertaken by the company. The groups reported back their findings to colleagues in the program and to managers and senior executives in the company. Originally designed as an alternative to the traditional induction training for new employees, the program generated useful practical learning across the whole organization about project success factors. This paper explains how action learning and critical incident technique combined in this program to enhance individual, team and organizational learning, and argues that the synergies between these three processes should be explored in other contexts.

Facilitators and barriers of routine psychosocial distress assessment within a stepped and collaborative care model in a Swiss hospital setting.

Stepped and Collaborative Care Models (SCCMs) have shown potential for improving mental health care. Most SCCMs have been used in primary care settings. At the core of such models are initial psychosocial distress assessments commonly in form of patient screening. We aimed to assess the feasibility of such assessments in a general hospital setting in Switzerland. We conducted and analyzed eighteen semi-structured interviews with nurses and physicians involved in a recent introduction of a SCCM model in a hospital setting, as part of the SomPsyNet project in Basel-Stadt. Following an implementation research approach, we used the Tailored Implementation for Chronic Diseases (TICD) framework for analysis. The TICD distinguishes seven domains: guideline factors, individual healthcare professional factors, patient factors, professional interactions, incentives and resources, capacity for organizational change, and social, political, and legal factors. Domains were split into themes and subthemes, which were used for line-by-line coding. Nurses and physicians reported factors belonging to all seven TICD domains. An appropriate integration of the psychosocial distress assessment into preexisting hospital processes and information technology systems was the most important facilitator. Subjectivity of the assessment, lack of awareness about the assessment, and time constraints, particularly among physicians, were factors undermining and limiting the implementation of the psychosocial distress assessment. Awareness raising through regular training of new employees, feedback on performance and patient benefits, and working with champions and opinion leaders can likely support a successful implementation of routine psychosocial distress assessments. Additionally, aligning psychosocial distress assessments with workflows is essential to assure the sustainability of the procedure in a working context with commonly limited time.

Training concept for personnel in auniversity outpatient clinic: development and evaluation of astructured introductory training concept

The training of new employees is crucial for effective interaction and commitment to the company. Development and evaluation of astructured induction into the process flows of auniversity outpatient clinic. We developed and tested atwo-stage model for getting to know staff, premises, nursing and medical process flows, and learning examination techniques: Participants went through all stages of an outpatient clinic visit as fictitious patients and subsequently evaluated learning success by self-assessment of general (process-related) and specific (examination-related) competencies in writing and in afeedback interview. In this study, 11residents, 8operating room nursing staff, and 6students underwent the training program. The self-assessed level of competence before and after the run-through as well as the extent of the increase in competence varied depending on the stage and professional group. Residents and students experienced aspecific increase in general competences (both 98%; nursing personnel 64%). Specific competence gains for residents were particularly evident in becoming familiar with important process-related interfaces between the occupational groups, in software and examination techniques, and in improved orientation in the outpatient clinic (competence gain at 83% of stages). Operating room nursing staff benefited most from improved communication with staff. An increase in general competence can be achieved by astructured training with little time expenditure for different professional groups and facilitates, especially the start for new residents. For maximum specific competence gain, an outpatient clinic run tailored to the employee's field of activity seems desirable.

Antecedents, Consequences and Managerial Retention Strategies of Employee Turnover: A Case of Zimbabwe State Universities

This paper analyzes the antecedents, consequences and retention strategies on employee turnover in State Universities. The study purposely sampled 30 employees from five state universities in Zimbabwe. The data were collected through the use of focus group interviews and each group consisted of six employees. Thematic analysis was employed to generate recurring themes from the interviews. The findings of the study show that the causes of employee exit were necessitated by several issues, such as poor career progression, lack of promotion, poor leadership strategies, location and poor working conditions. It was also revealed that staff exit causes work overload and high costs necessitated by recruitment and selection, and training of new employees. However, it was revealed that to mitigate against high employee turnover, top management must consider employing local people first if they qualify for the position. The study significantly contributes to academic researchers, HR practitioners and management because it highlights strategies that mitigate high employee turnover. Further to that, there is a dearth of research that explores strategies that reduce employee turnover in higher learning institutions, particularly in developing countries.

Critical Factors Affecting Fire Safety in High-Rise Buildings in the Emirate of Sharjah, UAE

The purpose of this paper is to identify the critical factors affecting fire accidents in high-rise residential buildings in the Emirate of Sharjah in order to find solutions that contribute to reducing injuries and deaths from fire accidents. A large urban expansion of the Emirate of Sharjah has taken place in the form of high-rise buildings, and the Emirate is now third in the UAE in terms of the number of high-rise buildings and is home to 19% of the population. As a consequence, an increase in the rate of fire accidents has also been observed. As such, there is a need to conduct research on enhancing fire safety in high-rise buildings by conducting a literature review, in which nineteen factors affecting fire globally were identified. Because the fire characteristic is unique in every country, to identify the nature of fire in the Emirate of Sharjah, we consulted sixteen subject matter experts in the field of fire in the Emirate of Sharjah to identify the factors applicable to the Emirate. We used the failure mode, effect, and criticality analysis methodology to accomplish this goal. The outcome of the consultations resulted in the three main factor categories, which are management factors, human factors, and technical factors, and the critical factors affecting the high-rise buildings in the Emirate of Sharjah were identified, which are: fire regulations, fire enforcement regulations, accident investigation, rescue speed, human behavior, lack of proper maintenance, fire training, building design, fire knowledge, combustible materials, fire culture of society, and urbanization. Using the Analytical Hierarchy Process (AHP) tools implemented to measure the effect level of the sub-critical fire factors, 45 effects were identified, and the most common effects were: the building is fully covered by cladding, the effect of stopping activities in HRBs that are non-compliant with fire regulations, the residents practice activities related to fire knowledge, fire regulations efficiency, the training of new employees by their employers, and the residents have fire-related knowledge.

Immersive Technologies in Adult Learning as an Innovative Marketing Tool in the Educational Market

The article reviews the economic organization and effectiveness of adult education using virtual reality technologies. The main driver of the development of the immersive learning market is the demand from corporations. It is still expensive for most schools and universities, but companies, on the contrary, see it as a way to reduce costs. Immersive learning is a method that uses an artificial or simulated environment that allows students to become fully immersed in the learning process. In addition to creating a distraction-free environment, it can break the monotony of learning and development through stimulating visuals. Immersive learning can make learning more productive and valuable by increasing student engagement. The article also considers the factors that make immersive technologies an innovative tool for use in the marketing strategies of educational institutions and for the promotion of educational content. Immersive learning is a dynamic strategy that can improve e-learning and revolutionize the world of education. This method has great potential to lead the future of learning and help achieve its important goals. VR training is especially in demand in industries with a high line staff turnover: it reduces the cost of continuous training of new employees. Their business applications are almost limitless, from order picking and surgical operations to digital twins to modelling and tracking manufacturing plants, supply chains and other complex systems. AR and VR significantly increase the value and convenience that these opportunities create. These technologies improve how users visualize and access all new monitoring data, how they receive and follow instructions and product manuals, and how they interact. It was concluded that with immersive technologies in educational marketing, the educational market would develop, increase and change under the influence of innovations. It is also believed that the money spent on such technologies is not considered an expense but an investment in the development of the company and the person.

Effect of Industry 4.0 technologies adoption on the learning process of workers in a quality inspection operation

This study examines the effect of Industry 4.0 (I4.0) technologies on the learning process of operators. We collected data from the training of new operators in a quality inspection workstation. Two distinct scenarios were considered: before and after the adoption of I4.0 technologies. Data from 10 operators were collected in each scenario; the quality inspection cycle was repeated by each operator 30 consecutive times. A 2-parameter hyperbolic learning curve model was used to assess the learning process in the two groups. Results indicated that operators supported by I4.0 technologies had a significantly higher learning rate than those performing the same tasks without I4.0 support. No significant difference was found in the final performance level between groups. Our study bridges a theoretical gap in the relationship between I4.0 and learning by directly comparing the effect of digital support on the training of new employees in a manufacturing environment. We also offer arguments to support managerial decisions with regards to I4.0 adopti-on at an operational level. That allows organisations to prioritise their digitalisation efforts so that the training of operators in workstations can be expedited.

An exploration of factors influencing the retention of senior female employees in a financial services organisation

Orientation: High turnover rates have negative repercussions for organisations, such as increases in costs related to the orientation, hiring and training of new employees. Insight into the factors that contribute to employees’ retention therefore remains a critical concern for organisations.Research purpose: The objective of this study was to gain in-depth insights into senior female employees’ views of the factors that either enable or impede their retention.Motivation for the study: Presently, there seems to be a dearth of retention studies among women in the financial services sector.Research approach/design and method: A qualitative approach was utilised to obtain semi-structured interview data from a purposive sample of senior female employees in a South African financial services organisation. The Atlas.tiTM Version 8 data analysis programme assisted in inductively eliciting the higher-order themes that emerged from the interviews.Main findings: The qualitative thematic data analysis revealed rich insight into (1) senior female employees’ employment experiences in the organisation; (2) the objective and subjective factors that enable their retention and (3) the objective and subjective factors that impede their retention.Practical/managerial implications: The findings highlighted formalised consistency in the application of human resource policies and procedures, fair, competitive compensation and benefits, training and development, managerial support, opportunities for career development, as well as work–life balance in workload and deadlines as core factors to address in a retention strategy.Contribution/value-add: The insights gained regarding female staff members’ parameters for their retention may inform retention practices and prevent staff turnover among valuable talents.

Pengaruh Rekrutment Pegawai, Pelatihan Karyawan Terhadap Kinerja Karyawan Pada UKM (Studi Kasus Rumah Makan Kebun Pondok Punokawan, Binjai)

The process of finding employees, or what is often called employee recruitment, is an important concern for employers. Recruitment is carried out with the hope of getting employees with the required classification. After the recruitment process is carried out, it is necessary to conduct training for new employees according to their job title. The training was conducted to equip employees to be more creative and able to provide excellent service to visitors. Training is one of the efforts to achieve the service standards that have been set in the business. The population and sample of this study were all 37 employees at RIC, with the data collection method in this study being a questionnaire that will be distributed to employees. The list of questions on the research questionnaire uses a Likert scale. The data analysis method uses descriptive qualitative analysis, namely by distributing questionnaires to respondents to solve the problems to be studied, and quantitative analysis is carried out by processing the data using the SPSS version 23 software tool. From the results of the study, it can be concluded that there is a significant influence between recruitment and training on employee performance at Coffee Idea House. This means that business people must pay attention to a good recruitment process and intense training to improve employee performance.

Implementation and Use of Point-of-Care C-Reactive Protein Testing in Nursing Homes.

This study evaluated logistics, process data, and barriers/facilitators for the implementation and use of C-reactive protein point-of-care testing (CRP POCT) for suspected lower respiratory tract infections (LRTIs) in nursing home (NH) residents. This process evaluation was performed alongside a cluster randomized, controlled trial (UPCARE study) to evaluate the effect of CRP POCT on antibiotic prescribing for suspected LRTIs in NH residents. Eleven NHs in the Netherlands. Data sources for process data regarding intervention quality included a questionnaire among NH staff, logs, reports, and CRP POCT-analyzer records. Barriers and facilitators for implementation were assessed in focus group interviews with physicians and nurses from 3 NHs. Correct patient selection for CRP POCT and generally continued CRP POCT use indicated good fidelity. The initial training and training of new employees seemed to fit the need, but some POCT-user group sizes had increased over time, which could have impeded frequent use. Users were generally satisfied with CRP POCT and perceived its use feasible and relevant. Facilitators for implementation were initial commitment and active initiation, followed by continued attention and enthusiasm for building routine practice and trust. Short lines of communication between staff, short distance to the POCT-analyzer, 24/7 coverage of staff, and a clear task division facilitated continued attention and routine practice. This process evaluation showed sufficient quality of providing CRP POCT in Dutch NHs. We processed findings of intervention quality and implementation knowledge into key recommendations for CRP POCT implementation in this setting. Future research could focus on CRP POCT use in countries with different organization of care in NHs.

Research on the problems and countermeasures of new employee training in YanTai commercial bank

With the development and maturity of China's financial market, the competition in the banking industry is becoming more and more fierce. In the banking industry, the training of new employees can enable new employees to fully grasp the post business knowledge and skills and quickly adapt to the working environment of the bank. However, there are still many deficiencies in the new employee training system of Yantai commercial bank, which hinders the rapid development and independent innovation of new employees and is not conducive to the stable and sustainable development of the bank. Therefore, it is necessary to study the bank's new employee training system. Through the analysis of the current situation of Bank new employee training, this paper finds out the relevant problems. It also puts forward countermeasures and suggestions to improve the training level of new employees in commercial banks.

DIAGNOSIS OF ORGANIZATIONAL CULTURE IN THE MANAGEMENT SYSTEM OF THE HEALTHCARE INSTITUTION

The article is a theoretical analysis of the problem of organizational culture (hereinafter OC), the issues of determining and measuring of OK, which cause the greatest controversy among experts. After analyzing a number of specific definitions of organizational culture, the authors conclude that the content of those characteristics that are most common in the definitions of OC, formulated by foreign and domestic experts. A working definition of OC has been offered on the views of R. Kilman, E. Shane, K. Cameron, R. Quinn. The structure, components, functions, mechanisms of OC formation, external and internal factors influencing it has been revealed. The article presents the results of the diagnosis of organizational culture in the management system of the healthcare institution (Municipal Non-profit Enterprise of Mykolaiv City Council “City Hospital №4”). It is noted that the OC is an important mechanism for ensuring the quality of medical care, patient satisfaction, staff, prevention of complex conflicts. In the process of diagnosis, the structural elements of the OK of the medical institution of Municipal Non-profit Enterprise of Mykolaiv City Council “City Hospital №4” were revealed: dominant collective values, culture of working conditions, means of labor and labor process, interpersonal relations, management and the worker. A survey of medical staff and nurses was conducted, as a result, the types of existing and promising culture were identified, and certain problems in the management of the OC were outlined. In order to increase the efficiency of the staff of the medical institution of Municipal Non-profit Enterprise of Mykolaiv City Council “City Hospital №4”, the formation of an appropriate motivational environment is necessary to combine with the characteristics of cultures of three types (clan, adhocratic and bureaucratic). A set of tools for the formation of a culture of new quality (promising) is proposed. This complex includes: development and implementation of a code of ethics; continuous staff training; implementation of changes at all levels and their control; selection of staff who fully share the values of the new OC; training of new employees in the values and norms of behavior of the new OC; demonstration by the management of new norms of behavior and declaration of the values of the new OC; creation of appropriate procedures and formation of traditions within the organization.

Business (un)usual: Critical skills for the next normal

AbstractThe impact of COVID‐19 on global human resource (HR) management has been swift, dramatic and has fundamentally changed HR processes. The prompt online migration of business has altered the skills required by employees to succeed in the workplace of the future. This research examines the hard and soft skill gaps that exist in the digital marketing and advertising industry. Through the use of two data collection points in 2019 and 2020, the research identified a renewed importance being placed on soft skills in the wake of the COVID‐19 pandemic. Soft skills and the development thereof have become a key focal area of training for new employees as a result of remote working. The identified hard skill gaps are indicative of the future growth areas of the industry, focusing on data analytics, marketing automation and user experience. Future research should consider an expansion to other industry‐specific skills and contrast country‐level skill gaps.

Incentives, Wages, and Retention Among Direct Support Professionals: National Core Indicators Staff Stability Survey.

Direct support professionals (DSPs) provide a range of supports in a variety of settings to people with intellectual and developmental disabilities (IDD) who count on these supports to live, work, and contribute in their communities. Despite this, high annual DSP turnover rates are problematic. DSP turnover is disruptive to people who receive supports as the lack of stable, reliable supports can negatively impact their important day-to-day outcomes (e.g., safety, community participation, and choice). Turnover also comes at a cost to provider organization in the hiring and training of new employees. To retain DSPs, organizations offer incentives (e.g., bonuses, retirement plans, health insurance). This study utilized National Core Indicators® (NCI®) Staff Stability Survey 2018 data to examine the relationships between wages, different types of incentives, including benefits (e.g., paid time off, access to health insurance, disability insurance, wage bonuses, health incentives programs, etc.) to annual turnover in participating states in the United States. Results indicated that incentives were not positively associated with DSP retention. Staff wages were the most notable factor associated with differences in DSP retention rates, along with the state in which the organization was located as well as organization vacancy rates.

Life and Times of Akira Matsuzawa: In his own words

I graduated with a master’s degree in electronics from the Graduate School of Engineering at Tohoku University in March 1978 and joined Matsushita Electric Industrial Co., Ltd. (currently Panasonic) in April of the same year. After one year of training for new employees, I was assigned to the semiconductor-development division of the Central Research Laboratory, and in April 1979, I started to work as an IC designer. My role was to develop ICs to realize digital video and TV systems, rather than to contribute to the semiconductor business.

Programming Education Using Scratch to Learn a Text-Based Programming Language

In this study, we conducted programming training sessions using Scratch in introductory programming classes for first-year students at information technology college and for new employees, and aimed to provide a text-based programming language skill based on their understanding of programming in Scratch. As a result, we found that students who were able to create contents using more than 1,000 blocks in Scratch showed higher proficiency in the text-based programming language. And, in the training for new employees, it was found that the teaching method using Scratch was particularly effective for new employees without computer-science background who had no programming experience.

Chatbot for training and assisting operators in inspecting containers in seaports

The paper presents the chatbot applicability for the health and safety of workers in the container transportation context. Starting from a literature review of risks and hazardous activities in sea container terminals, the paper underlines the need of innovative systems to ensure the lowest level of risks for labours. An analysis of the 4.0 technologies solutions in sea container terminals shows the lack of empirical application of chatbots in such a context. Focus is given to the current chatbot applications, and on the conceptual methodology for the chatbot design, defining five models and presenting a taxonomy for the chatbot feature definition. A case study shows the possible application of the conceptual methodology and the taxonomy, introducing the Popeye chatbot, consisting of a voice service, spoken language understanding component and an image processing app, to cope with the hazards in the process of examining freight and containers in dock areas. The main application of Popeye is the training of new employees involved in container safety-critical quality inspection and controls operations.

STREAMLINING PACKAGING AS PART OF SUSTAINABLE REVERSE LOGISTICS PROCESSES

The aim of the article is to present streamlining reverse logistics challenging the trends of increased amount costs of packaging and a need to meet sustainable development goals. Analysis of the packaging process has identified increased costs for the purchase of packaging, increased volume of imported and produced packaging material, increased volume of packaging waste and thus high recycling fees (related to producer responsibility). A proposed solution for streamlining reverse logistics processes have been introduced, including workflow of the packaging process, a new packaging registration system and measures for standardisation of the packaging process. The solution's main benefits are economical and ecological: first, cost reduction for purchasing new packaging materials and cost reduction for recycling fees, the second elimination of negative influence on the environment by respecting the waste management hierarchy and principles of the circular economy. Other benefits expected for the company are shorter, more informative, and practical training of new employees, reduced time for packaging process through its standardisation and visualisation, and more efficient separation of reusable packaging.