Safety training: An overview of current needs

Abstract

This article considers the changing nature of the demands and pressures faced by today's training practitioner. It emphasizes that safety is no longer a matter of ‘tin hats, safety guards and first aid boxes’, and explores the problems created by new legislation and rapidly changing technology. It also points up the skills required by the safety practitioner in effectively dealing with his/her organization, and the constraints placed on them by social and economic factors. The article reviews the training implications of this developing scenario.     

微格教学训练的认知心理策略

在深入探索微格教学活动规律的背景下,坚持发现和解决微格教学活动的问题非常重要。论文利用观察法和个别访谈法等,发现准备不足和操作不当等是微格教学训练中常见的问题;尝试用认知心理学相关理论弥补行为主义心理学指导理论的不足,帮助解决常见的问题,具体而言,综合应用表象训练策略、问题解决策略和元认知策略解决这些现实的微格教学训练问题。     

教育培训:林业人力资源开发的重要途径

我国林业正处在重大转折和变化的历史时期。实施新世纪林业跨越式发展战略的关键是要开发人力资源 ,而人力资源开发重要而有效的途径是开展林业教育培训。笔者认为林业教育培训需要在内容、方法、手段及机制上进行全面创新     

植物学精品课程建设中的教学资源建设与成效

本文论述了植物学精品课程建设中的教学实习资源建设、实验室建设、教材建设、多媒体课件建设和师资建设等方面的措施与成效,认为加强教学资源建设是提高教学质量和人才培养质量的关键。     

Delivering instruction and training to the US and the non-US audiences: an interview with Dr. Hardy MacKenzie

The interview was conducted to identify best practices and methods of delivering training programmes for the US and the non-US audiences. Topics for discussion involved understanding the importance of preparing instructional content, identifying approaches and techniques for capturing and sustaining the attention of participants. The interview was conducted by the first author and concluded with Dr. MacKenzie providing suggestions for trainers who design and deliver training for the US and the non-US audiences. These recommendations are important for domestic and global HRD practitioners as they offer best practices in terms of the cultural adjustments trainers, facilitators, and instructional designers must adopt for enhancing individual learning and enhancing training effectiveness.     

Using Conditioned Reinforcers to Improve Behavior-Change Skills: Clicker Training for Practitioners

We evaluated the use of a clicker sound as a conditioned reinforcer to teach behavior interventionists appropriate clinical skills during in-situ training. A multiple-baseline-across-behaviors design indicated that the intervention was effective in increasing all target behaviors for all participants. For two of the participants, we conducted maintenance probes one to five weeks after the final training session and performance continued to occur at a high level. Although the participants ranked the contingent clicker presentation as less disruptive and more fair than typical feedback methods, they ranked it as slightly less helpful, less worthwhile, and less pleasant than typical feedback methods. These findings suggest that clicker training can play a valuable role in training mental health professionals.     

制造企业创新战略、员工培训与企业绩效关系实证研究

以上海、江苏和广东三地的122家制造企业为样本,采用层级回归方法对创新战略、员工培训与企业绩效的关系进行了实证研究。研究发现,企业创新战略与企业绩效存在显著正相关关系,员工培训与企业绩效存在显著正相关关系,员工培训对企业创新战略与企业绩效具有一定的调和作用,但并不显著。     

中国家族企业的代际传承过程研究——基于组织行为学与社会学的视角

基于组织行为学与社会学的视角,对中国家族企业代际传承实施过程中接班人的培养机制进行了较为系统的探讨,对能力、资本、权力及文化4个方面的传承问题进行了深入研究,并提出具体的理论依据以及相应的解决措施,以实现家族企业接班人的平稳过渡。     

Cross‐Training with Imperfect Training Schemes

Cross‐training workers is one of the most efficient ways of achieving flexibility in manufacturing and service systems for increasing responsiveness to demand variability. However, it is generally the case that cross‐trained employees are not as productive on a specific task as employees who were originally trained for that task. Also, the productivity of the cross‐trained workers depends on when they are cross‐trained. In this work, we consider a two‐stage model to analyze the effects of variations in productivity levels on cross‐training policies. We define a new metric called achievable capacity and show that it plays a key role in determining the structure of the problem. If cross‐training can be done in a consistent manner, the achievable capacity is not affected when the training is done, which implies that the cross‐training decisions are independent of the opportunity cost of lost demand and are based on a trade‐off between cross‐training costs at different times. When the productivities of workers trained at different times differ, there is a three‐way trade‐off between cross‐training costs at different times and the opportunity cost of lost demand due to lost achievable capacity. We analyze the effects of variability and show that if the productivity levels of workers trained at different times are consistent, the decision maker is inclined to defer the cross‐training decisions as the variability of demand or productivity levels increases. However, when the productivities of workers trained at different times differ, an increase in the variability may make investing more in cross‐training earlier more preferable.