Internship Effect Prediction for Physical Education Majors Based on Artificial Neural Network

Professional internship offers college students a golden chance to apply their theoretical knowledge to practice. Through internship, physical education (PE) majors can match the professional knowledge and skills learned at school with the competencies required by actual jobs. The relevant studies at home and abroad mainly attempt to improve the internship effect. This paper explores the influence of the diversity of job competencies on the internship effect of PE majors, and establishes a prediction model based on artificial neural network (ANN). Firstly, an evaluation index system (EIS) was constructed for the internship quality of PE majors, and a table was prepared for four types of internship jobs for PE majors, as well as their core competences. Then, the sample data for quality evaluation of PE majors’ internship were preprocessed and subjected to feature extraction, in the light of their sequential property. After that, a prediction model was proposed for the internship quality of PE majors, along with its optimization algorithm. The proposed model was proved effective through experiments.

There is no good war for talent: a critical review of the literature on talent management

PurposeThe purpose of this paper is to provide a critical review of the literature on talent management (TM) and highlight the potential downsides of exclusive TM approaches and workforce differentiation.Design/methodology/approachA literature review of 32 theoretical and empirical studies published in peer-reviewed scholarly journals in the field of TM was conducted.FindingsThe review resulted in four overarching themes that highlight the dysfunctional aspects of exclusive TM approaches and workforce differentiation: (a) organizational justice, (b) ethics, (c) internal competition and (d) workplace diversity. Based on the four themes, the authors present a conceptual model that includes a feedback loop for reevaluating and improving on existing TM processes. Several research questions and propositions are also presented for consideration in future TM research.Research limitations/implicationsThis paper highlights the need for more empirical studies and statistically rigorous evidence to demonstrate and justify the effectiveness of TM.Practical implicationsThe authors suggest that the locus of TM practices should be shifted from managing individual job competencies to managing organizational capabilities.Originality/valueThis review illuminates the need to reevaluate existing TM approaches and minimize TM's potential downsides for long-term organizational health and competitiveness.

Employer Satisfaction in Brunei Darussalam

Brunei Darussalam’s Long-Term Development Plan 2035 outlines the Ministry’s goals for the national education system to prepare Bruneian youths for employment and to embrace Malay Islamic Monarchy (MIB) as a concept that guides one’s way of life. Keeping that in perspective, a research was initiated to find out employer satisfaction on employees in Brunei. Employer data and contact details were collected through various database, yellow pages and social media. Broadly, this study supports the established Input-Environment-Output (IEO) model in evaluating employer satisfaction in Brunei Darussalam. The study analyzed data from 454 employer self-reports from private and public sectors with a diverse employer profile and 24 employers were interviewed. Employers were asked to rate their satisfaction with the 24 competencies the graduates employed in their respective companies possess. The highest level of employer expectation in job competencies were communication abilities, problem solving skill, commitment, self-confidence, managerial skills, time management, creativity and innovative, knowledge of specific computer applications, punctually and specific technical knowledge. The analysis of this study shows that employers are mostly satisfied. A set of recommendations were also formulated based on the results of the study.

KONSEP DAN DESAIN PENGEMBANGAN KURIKULUM PEMBELAJARAN JABATAN FUNGSIONAL PEREKAYASA

Konsep dan Desain Kurikulum Pelatihan Perekayasa disusun dengan tujuan menyediakan dokumen rencana pembelajaran sebagai acuan, arah, pedoman serta rambu-rambu pengetahuan, ketrampilan dan sikap yang didemonstrasikan peserta didik dalam pelaksanaan proses pembelajaran yang fokus pada kompetensi jabatan fungsional perekayasa. Badan Pengkajian dan Penerapan Teknologi (BPPT) sebagai lembaga pembina jabatan fungsional perekayasa melakukan penyempurnaan sistem pembinaan jabatan fungsional perekayasa melalui pengembangan kurikulum pelatihan komprehensif dan menyeluruh dengan memanfaatkan konsep Kurikulum Berbasis Kompetensi dengan penekanan pada pengembangan kemampuan perekayasa dalam melakukan (kompetensi) tugas-tugas sesuai dengan standar performansi tertentu. Konsep dan desain pengembangan kurikulum pembelajaran serta hasil evaluasi pelaksanaan pembelajaran sebelumnya dengan metodologi pembelajaran orang dewasa, ceramah, diskusi, simulasi dan lainnya pemanfaatan bantuan taxonomi bloomm dan kompetensi cognitif serta kompetensi afektif serta analisis evaluasi pembelajaran apakah dilaksanakan dengan test tulis atau tidak atau bahkan penilaian sikap. Kompetensi jabatan fungsional perekayasa baik kompetensi manajerial, kompetensi bidang maupun kompetensi socio-cultural dengan pendekatan pada program pelatihan jabatan fungsional perekayasa tingkat dasar dan program pelatihan jabatan fungsional perekayasa tingkat lanjutan diantaranya melalui menetapkan kompetensi kerja, merumuskan tujuan kurikuler umum dan tujuan kurikuler khusus, mengidentifikasi mata pelatihan yang umumnya serta mengidentifikasi materi, pokok dan sub pokok bahasan berupa topik esensial dari setiap mata pelatihan. Dan menyusun deskripsi singkat yang merupakan gambaran dan rangkuman keseluruhan tahapan diatas. The concept and design of the Engineer Training Curriculum was prepared with the aim of providing a learning plan document as a reference, direction, guidelines and signs of knowledge, skills and attitudes demonstrated by students in implementing the learning process that focuses on the competence of the engineer functional position. The Agency for the Assessment and Application of Technology (BPPT) as a supervisory agency for engineering functional positions has made improvements to the engineer functional position development system through the development of a comprehensive and comprehensive training curriculum by utilizing the Competency-Based Curriculum concept with an emphasis on developing the engineer's ability to perform (competency) tasks in accordance certain performance standards. The concept and design of learning curriculum development and evaluation results of previous learning with adult learning methodologies, lectures, discussions, simulations and other uses of public taxonomy assistance and cognitive competencies and affective competencies and learning evaluation analysis whether carried out with written tests or not or even attitude assessment. Engineer functional position competencies, both managerial competence, field competence and socio-cultural competence with approaches to basic level engineer functional position training programs and advanced engineer functional position training programs including by establishing job competencies, formulating general curricular goals and specific curricular goals, identifying eyes general training and identify the material, subject and sub-topic of the essential topics of each training subject. And compile a brief description which is an overview and summary of all the stages above.

Procedimiento para la evaluación del desempeño sobre la Base de las competencias laborales en la Ronera, Santiago de Cuba

Currently, performance evaluation is part of the integrated human talent management system and constitutes a strategic tool to determine if the work performance of a collaborator in a specific position contributes to the achievement of organizational objectives. This research was carried out in the Basic Business Unit (UEB) Ronera Santiago de Cuba. Corporación Cubaron S.A and its objective is to propose a procedure to evaluate performance based on labor competencies in a selected job belonging to a key process area of the entity. The method of Dialectical and Historical Materialism was used with the materialist conception of history that includes the following methods: historical-logical, analysis and synthesis, as well as the Delphi method, the holistic approach, the application of the GRAFCET methodology and empirical methods (observation , experimentation and measurement) in the application of the techniques used in the development of the investigation, to elaborate the profile of position by competences and evaluate the performance using an action plan that allows its continuous improvement. As significant results, the job competencies position profile was developed and based on this, performance was evaluated, which allowed proposing a program of actions to improve the performance of the workforce in the selected position. Keywords: human talent, job skills, job profile by skills, management by skills, job performance evaluation.