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2022 ◽  
Vol 13 (1) ◽  
pp. 0-0

Since the spring of 2020, practically all educational institutions have transferred instruction online. However, questions remain about whether online learning is as effective as face-to-face (F2F) one. This is especially relevant in the case of non-formal adult education, as students have competing demands on their time, established learning habits, and their relationship with a training provider is short-term. This paper compares results of students’ evaluation of teaching (SET) collected from two adult learner cohorts of similar demographic characteristics. While both cohorts had English language courses of the same core content and volume, one studied F2F, the other online. A Likert-type questionnaire form is used for the analysis. Analysis of the results from both groups reveals no statistically significant differences in students’ opinions. Moreover, students are consistent in their overall favorable attitude to both learning formats. A very slight preference towards F2F format is detected in some aspects of the course.


2021 ◽  
Author(s):  
Maria Eugenia Yanez Banda ◽  
Francisco Javier Espina Gotera

Abstract During the year 2018, an operator evaluated the career paths and professional development of its technical personnel, extending its evaluation to how the contracting department acquired such training, which wasn't consistent with regard to a training provider, training topics, course agendas or training delivery. Some of the main challenges in providing training are the engineers’ availability to attend classes and the scheduling constraints throughout the operator's five field locations. As an example, planning a class in the current organization might not reach the entire intended audience within the desired time frame because that class may only be scheduled in one of the five locations, and the engineers from the other four locations would need to travel to attend it. The impact of this may be that without the advantage of travelling to attend a specific training, the engineer may not be able to achieve all the promotional requirements for the next step in his/her career path.


2021 ◽  
Author(s):  
Michael Edem ◽  
Okechukwu Nwankwo ◽  
Jennifer Muku ◽  
Fatima Usman ◽  
Chidi Ike

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.


Ta dib ◽  
2020 ◽  
Vol 23 (2) ◽  
pp. 249
Author(s):  
Fadriati Fadriati

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.


2020 ◽  
pp. 198-214
Author(s):  
Marjut Männistö

In this article, I focus on the working life training of highly qualified persons with non-Finnish backgrounds from the perspective of communication skills and inclusion experience. In particular, I am interested in individual autonomy and power in working life contexts during the working life period. The training period is part of integration training in a Finnish context. My aim is to identify opportunities to develop the practices of highly educated learners with non-Finnish backgrounds, in terms of language and communication skills development and workplace inclusion. The research materials consist of the training documentation compiled by the training provider, the ethnographic observations of researcher and the speaking diaries of three trainees. The main results show that trainees are able to set goals for their working life training period in many different ways. Language and communication skills develop in authentic interaction and are an important part of building the experience of inclusion.


2020 ◽  
Vol 10 (4) ◽  
pp. 613-622
Author(s):  
Simon Reichwald

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.


2020 ◽  
pp. 34-57
Author(s):  
Moetaz Soubjaki ◽  
◽  
Khaled Kamaleddine ◽  

The aim of this study is to highlight on the impact of public training programs outcomes on the development of personal and technical trainee skills from the perspective of trainees in Lebanon. This study summarized and showed the effect of public training programs outcomes, on the actual acquisition of technical and personal skills of the trainee. The results were unsatisfactory, as the results showed the dissatisfaction of the trainees with the reality of the general training industry in Lebanon, whether in terms of the quality of the training programs, the standards of the trainers or the standards of the training providers. The study also identified some of the reasons that made the training sector lack professionalism and quality, specifically: the absence of official Lebanese authorities controls on this sector and the lack of regulations, the absence of standards in the selection of trainers to provide training programs and the lack of quality in the instructional design preparation with clear outputs determination, in addition to the nature of the training centers that have made their profitability as priority and most essential factor. Among the recommendations mentioned by the researchers: The Lebanese official authorities should regulate the training sector and consider all training activities under educational sector and set clear laws and standards to determine how to manage any training activity in order to ensure the desired outcomes and quality, each training provider must adopt specific standards in how to manage training activities (training programs preparation, trainers selection, return on training investment). Before attending any training program, the trainee should check the criteria that allow him to get the desired return on training investment. The researchers also set several criteria for the main variables of the study: training pro- .grams, trainers, training providers and return on training investment


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