scholarly journals Training provider will support new ortho diploma

BDJ ◽  
2020 ◽  
Vol 228 (3) ◽  
pp. 221-221
Keyword(s):  
Training Provider

Safety leadership—Weatherford Asia Pacific

2011 ◽  
Vol 51 (2) ◽  
pp. 738
Author(s):  
John Raine ◽  
Robert Massy
Keyword(s):  
Vice President ◽  
Asia Pacific ◽  
Personal Safety ◽  
Learning And Development ◽  
Performance Review ◽  
Training Course ◽  
Safety Leadership ◽  
General Managers ◽  
External Training ◽  
Training Provider

This paper will explain the steps that Weatherford Asia Pacific took to change a safety performance that had remained static for the preceding five years. Weatherford Asia Pacific has in place five key result areas (KRA): HSE performance. Financial performance. Operational performance. Growth. People and resources. The vice president of Weatherford Asia Pacific, Mr. Alistair Geddes, made a decision to personally involve himself in the improvement of the key performance indicators for KRA 1. Believing that leadership was the key to improvement, he set about developing an internal safety leadership training course—this was done alongside the regional learning and development manager Mr. Robert Massy. This approach was unique for a variety of reasons: It was spearheaded by the region’s vice president who not only assisted in the preparation of the slides, but personally delivered five sessions in a variety of countries in the region. It was linked to the Weatherford International’s five core behaviors, thus linking safety leadership to other corporate initiatives. It required each leader to complete a personal safety pledge card detailing the activities that they were going to undertake for that performance year. Completion of their pledges is mandatory and linked to performance review. It was pushed further down the organisation by the general managers of each Geomarket. There have been some very positive indicators that point to the success of this approach. For the first five months of the year, Weatherford Asia Pacific remained recordable incident free (though that situation has now changed). An easy solution would have been to bring in an external training provider to deliver an established training course. This was not viewed as the preferred option as the strength of this approach comes from the person who is delivering the message.

Reducing Accidents Through the Implementation of the Minimum Industry Safety Training for Downstream Operations Mistdo in the Nigerian Oil and Gas Industry

2021 ◽  
Author(s):  
Michael Edem ◽  
Okechukwu Nwankwo ◽  
Jennifer Muku ◽  
Fatima Usman ◽  
Chidi Ike
Keyword(s):  
Oil And Gas ◽  
Oil And Gas Industry ◽  
Workplace Safety ◽  
Safety Training ◽  
Industry Data ◽  
Gas Industry ◽  
Barrier Failure ◽  
Petroleum Resources ◽  
Model Training ◽  
Training Provider

Abstract The Department of Petroleum Resources (DPR), the Petroleum Regulatory agency of the Nigerian oil and gas industry is mandated by law to investigate accidents in the industry. Data obtained from the oil and gas accident database from the Department of Petroleum Resources shows that accidents in the downstream sector contribute about 70%, when compared to the upstream sector. One of the reoccurring root causes from investigations point to administrative barrier failure – which is a lack of training and re-training of staff in the downstream sector on workplace safety. Against this background, the DPR introduced the Minimum Industry Safety Training for Downstream Operations (MISTDO) as part of the Safety Audit Clearance policy launched to drive safety in the downstream sector. MISTDO is a basic safety training which must be undertaken by all personnel working in the downstream sector of the Nigerian oil and gas industry. This paper reviews the recorded accidents that have occurred in the downstream sector between 2014 – 2019; examines the MISTDO courses for the various workers in downstream facilities; analyses the MISTDO tripartite model (Training provider, Operator and DPR) adopted; the effects of implementation of MISTDO and concludes with the value additions of the MISTDO program to the industry.

The evolution of response and management training at the FEMA Center for Domestic Preparedness

2019 ◽  
Vol 17 (1) ◽  
pp. 53
Author(s):  
Amanda Stewart, MS ◽  
Roy Marlow, MA ◽  
Denis Campeau, MS ◽  
Tony Russell, MA, MBA ◽  
Jeffrey Ryan, PhD
Keyword(s):  
Emergency Management ◽  
Training Program ◽  
Management Training ◽  
Federal Emergency Management Agency ◽  
High Fidelity ◽  
Short History ◽  
Hands On ◽  
Near Future ◽  
Training Opportunities ◽  
Training Provider

The Federal Emergency Management Agency (FEMA) Center for Domestic Preparedness (CDP) was established in 1998 and is now 20 years old. In its short history, the CDP has significantly evolved the relevance and responsiveness of its courses and its capability to provide high-fidelity, hands-on training, and exercises to meet the demanding needs of today’s responders. This article discusses the basis of need for a competent, responder training program; the genesis of the CDP as a no-cost provider of responder training for state, local, tribal, and territorial responders; describes the current training opportunities available to responders; previews emerging training opportunities that are under development or envisioned in the very near future; and provides insight to the future progression of the CDP as it continues to expand and evolve its role as FEMA’s premiere, responder focused, hands-on training provider.

An analytic hierarchy process (AHP) approach to training typology selection based on student perspective

2015 ◽  
Vol 7 (2) ◽  
pp. 140-146 ◽  
Author(s):  
Saravanan Venkadasalam
Keyword(s):  
Analytic Hierarchy Process ◽  
Education And Training ◽  
Student Perspective ◽  
Analytic Hierarchy ◽  
Content Type ◽  
Marine Education ◽  
Student Preference ◽  
Hierarchy Process ◽  
And Training ◽  
Training Provider

Purpose – The purpose of this paper is to distinguish the typology of marine education and training and explore the student preference of the best typology which develop their competencies. This paper will tabulate some recommendations for the marine education and training provider to further enhance their training. Design/methodology/approach – This research adopt and adapt the Satty’s analytic hierarchy process method to weight and rank the typology of training. A group of student who completed their study and currently works at operational level voluntarily participated in this survey. A pairwise matrix used to compute the weights within the typology of training. Findings – The outcome of the study shows that all typology of training are not equally weighted. The best typology of training was identified. Marine academicians drawn some recommendations. Research limitations/implications – The sample size may not appropriate for generalizable. The same study can be expandable to large size. Practical implications – The study was conducted at one marine education and training provider. A panel analysis required for framework development. Originality/value – The paper contributed some recommendation for the marine education and training provider on their operational strategy and initiative.

scholarly journals MODEL PELATIHAN UNTUK MENINGKATKAN KOMPETENSI GURU PENDIDIKAN AGAMA ISLAM SEKOLAH DASAR

Ta dib ◽  
2020 ◽  
Vol 23 (2) ◽  
pp. 249
Author(s):  
Fadriati Fadriati
Keyword(s):  
Elementary School ◽  
Teacher Training ◽  
Religious Education ◽  
Qualitative Data ◽  
Group Discussion ◽  
Training Model ◽  
Education And Training ◽  
Training Center ◽  
And Training ◽  
Training Provider

Abstract: One of the problems in educational sector in Indonesia today is the low competence of   Elementary School Islamic Religious Education teachers in their instruction. Therefore, efforts to increase their competence need to be realized. One of the efforts can be pursued through quality education and training programs. This research is aimed at producing a training model for    education and teacher training provider and finding out the level of validity of the developed model in improving the competence of Elementary School Islamic Religious Education teachers. The type of the research is R & D which applies Gall and Borg development model. Data sources are training implementers at the teacher training agency of West Sumatera Regional Religious Education Center (Balai Diklat Keagamaan Wilayah Sumatera Barat)  in Padang, namely: the Head of Division of Elementary School Islamic Religious Education (Kepala Bidang PAI SD), and he Head of the Sumatera Regional Religious Education and Training Center in Padang, and the PLPG Implementation Committee for   Elementary School Islamic Religious Education teachers at the Tarbiyah Faculty and Teacher Training Center of IAIN Imam Bonjol Padang. Data were collected through observation, interview, Focused Group Discussion, and expert judgment and questionnaires. Qualitative data were analyzed with the interactive model of Miles and Huberman. Quantitative data were analyzed with descriptive statistics.       The research results showed that the education and training for teachers refers to the centralized model guide The results of the validation of the training model were 80.07% with a very valid category.  Abstrak: Salah satu permasalahan dunia pendidikan di Indonesia saat ini adalah masih rendahnya kompetensi guru PAI SD dalam melaksanakan pembelajaran sesuai kebutuhan. Oleh sebab itu,  upaya-upaya peningkatan kompetensi  pendidik  perlu dilakukan. Salah satu upaya dimaksud dapat ditempuh melalui program pendidikan dan pelatihan (diklat) yang berkualitas. Penelitian bertujuan untuk menghasilkan model pelatihan bagi lembaga pelaksana Pendidikan dan pelatihan guru dan mengetahui tingkat validitas model dalam  meningkatkan kompetensi guru PAI SD. Jenis penelitian yang digunakan adalah R & D dengan menerapkan model pengembangan Gall and Borg. Sumber data penelitian adalah pihak pelaksana pelatihan pada instansi pelaksana pelatihan guru, yaitu: Kepala Bidang PAI SD,  dan Kepala Balai Diklat Keagamaan Wilayah Sumatera di Padang serta Panitia Pelaksana PLPG bagi guru PAI SD di Fakutas Tarbiyah dan Keguruan IAIN Imam Bonjol Padang. Data penelitian dikumpulkan dengan Teknik observasi, wawancara, Focus Group Discussion, meminta expert judgement dan penyebaran angket. Teknik analisis data kualitatif yang digunakan adalah model interaktif. Miles and Huberman. Teknik analisis data kuanitatif menggunakan statistik deskriptif.  Hasil penelitian menunjukkan bahwa pendidikan dan pelatihan bagi guru mengacu kepada panduan model secara terpusat. Hasil validasi model pelatihan adalah 80,07% dengan kategori sangat valid.

About MyKindaFuture

2020 ◽  
Vol 10 (4) ◽  
pp. 613-622
Author(s):  
Simon Reichwald
Keyword(s):  
Design Methodology ◽  
List Type ◽  
Line Managers ◽  
Content Type ◽  
Staff Members ◽  
Diversity Issues ◽  
Business Approach ◽  
The Uk ◽  
Industry Sectors ◽  
Training Provider

PurposeThe purpose of this paper is to provide an overview of the changing and evolving apprenticeship market, with a specific focus on how it is beginning to impact the diversity of employer organisations across a range of industry sectors.Design/methodology/approachThis is an opinion piece, contextualising the UK business approach to apprenticeships and the levy. It includes case studies showing how the attraction and recruitment of apprentices have been used to address diversity issues in different organisations.FindingsEmployers are pushing for:A broader range of apprenticeship standards (and for them to be signed off more quickly),More of the UK population to be aware of the high-quality apprenticeship roles available,The necessary company infrastructure and appropriate external activities, to ensure that theBroadest range of talent applies for and secures apprentice roles.Partnership with the training provider(s) works well.Right level of support is in place for the apprentices, whether they are existing staff or new staff members (who are often young people, returners or ex-military).Line managers can quickly and effectively integrate apprentices into their teams, so that they are adding value and making an impact.

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