炼化企业HSE专职管理人员HSE培训矩阵的编制

HSE培训是HSE管理体系的重要组成部分,培训矩阵是一种先进、有效的培训管理工具。结合炼化企业HSE专职管理人员的HSE培训现状,将培训矩阵理念应用到HSE培训中,编制了该层级的HSE培训矩阵,并在此基础上进一步完善了其HSE培训大纲。     

浅谈培训机构的质量控制

切实保障培训质量是培训业生存和发展的关键,也是培训机构竞争的关键。过硬的培训质量不仅能吸引学员。还能给培训机构带来良好的社会口碑和可观的经济效益。以质量控制原理为切入点,为培训机构提高培训质量提供建议。     

The Declining Volume of Workers’ Training in Britain

The conventional focus on the training participation rate, rather than training volume, in official statistics and research has obscured a radical transformation in workers’ training in Britain. To obtain a picture of the trend in training volume, we synthesize a narrative through a new analysis of multiple surveys. The duration of training fell sharply with the result that the training volume per worker declined by about a half between 1997 and 2012. This fall is hard to reconcile with optimistic rhetoric surrounding the knowledge economy. Potential explanations are discussed. We conclude with recommendations to improve the collection of training statistics.     

Not for the Profit,But for the Training? Gender Differences in Training in the For-Profit and Non-Profit Sectors

In this article, we use Canadian-linked employer–employee data to examine gender differences in receiving firm-sponsored training. We find that women in the for-profit sector are less likely to receive classroom training and receive fewer classroom training courses. However, we find the opposite in the non-profit sector, where women are more likely to receive both classroom and on-the-job training, and also receive more classroom training courses. We show that women's worse training opportunities in the for-profit sector mainly operate within workplaces. We find no evidence that gender gaps in training in the for-profit sector are driven by lower probabilities of accepting training offers, child or family commitments, weaker labour market attachment or worker self-selection. We also find that gender differences in expected changes in wages and training opportunities between the two sectors can explain a large portion of women's higher probability of employment in the non-profit sector. Finally, decomposition results suggest that part of the gender wage gap in the for-profit sector, which is twice as large as in the non-profit sector, can be explained by gender differences in training.     

Sales training in Malaysia: High- vs. low-tech methods

This study examines initial high-tech sales training practices of firms in Malaysia. A review of initial sales training programs reveals that firms that engage in high-tech sales training practices report significantly greater levels of needs determination, objective setting, instructional methods, and training program content than their low-tech counterparts. Also, firms that employ high-tech training methods report teaching the “soft area” of salesmanship via computer and both groups place less emphasis on evaluating training programs. To better understand high-tech sales training, managers are provided with in-depth discussions and managerial implications of the study's findings.     

梯次质量培训模式的建立与应用

结合油田改制企业开展质量培训过程中存在缺乏系统性、针对性、实时性等问题,从员工基础质量培训(拉动培养)"、"技术骨干质量培训(高端带动)"、"管理层质量培训(强化优势)3方面入手,通过建立梯次质量培训模式,不断拓宽质量培训的范围,努力提高广大员工质量意识,力求对改制企业开展员工质量培训提供借鉴。     

Influence of food safety training on grocery store employees’ performance of food handling practices

Food safety training is a method utilized by retail food stores to provide their managers with needed knowledge on how to prevent food borne illnesses, applying Hazard Control Analysis Critical Control Point (HACCP) principles, and help in understanding the requirements of the FDA Food Code as well as state and local food safety policies. For food safety training to be effective, employee behavior must be assessed following training in order to reduce the risks of foodborne illness. The purpose of this study was to determine the effectiveness of manager training and how this training impacted the grocery stores’ performance related to hot/cold self-serve bars. Three grocery store chains were recruited and each chain selected 15 stores to be observed pre- and post-training during set-up, lunch, and tear-down of the bars. After the pre-training observation, managers from eight stores per chain attended a food safety training course (training group), while managers from the remaining seven stores received no additional training (control group). Following the training, all stores were observed to collect post-training data. The information from the observations indicated that the training did not cause a significant change in store performance for a majority of the observed categories. Many state policies only call for training and certification of managers in retail food service establishments. This study showed that it may be time for these policies to be changed to include employee training and certification as well.     

基于Wi-Fi技术的气象装备实训平台设计

为实现对气象装备保障人员的便捷高效培训,运用无线通信技术,设计了基于Wi-Fi技术的气象装备可移动实训平台。系统通过无线通信模块将气象设备的串口协议数据转换成网络协议数据,再使用Wi-Fi无线技术将数据传输到计算机端,最后在计算机端将网络协议数据转换为串口协议数据,通过虚拟串口传送给气象应用软件,以此建立起气象设备与气象应用软件之间的无线透明传输链路,降低了布线复杂程度,提高了扩展的灵活度。实训平台采用移动式、无线通信和气象设备集中设计,解决了气象设备培训中设备种类多、布线复杂的难题,为气象设备技术保障培训提供了标准化培训环境。在对市级技术保障人员的实际培训中,验证了实训平台在实际操作中具有一定的实用性,可有效提高培训效率。此培训平台的设计为气象装备保障人员的培训提供了新的方法。     

我国印刷工程方向研究生培养现状与思考

本文以印刷工程方向研究生培养为讨论对象,首先分析了我国印刷工程方向高等教育发展与研究生培养现状,然后就当前研究生培养中的瓶颈问题展开讨论,最后结合西安理工大学印刷包装工程学院在提高研究生培养质量方面做出的积极探索,提出了研究生培养应在搭建高水平研究平台、改善培养条件及培养方式国际化等方面做出积极努力。     

DHA,EPA对耐力训练小鼠抗氧化能力影响的实验研究

观察多不饱和脂肪酸DHA(二十二碳六烯酸)、EPA(二十碳五烯酸)对耐力训练小鼠抗氧化能力的影响。将小鼠随机分组,进行耐力训练后测定血浆和红细胞中脂质过氧化物丙二醛(MDA)的含量,肝脏、心肌、骨骼肌中MDA的含量、SOD(过氧化物歧化酶)活性及GPX(谷胱甘肽过氧化物酶)活性。训练结束即刻,训练组MDA含量、SOD活性及肝组织GPX活性显著升高;训练结束24h,训练组MDA含量、SOD活性及GPX活性降低。尤其对于饲加DHA,EPA鼠料组,MDA含量下降更为明显,其骨骼肌组织中SOD活性明显高于对照组。较大强度运动训练使机体内自由基生成增多,长期训练可增加机体清除自由基的能力,DHA,EPA有增加组织SOD活性和GPX活性的趋势。     

Global sales training: In search of antecedent, mediating, and consequence variables

This study proposes a framework that identifies and explains the relationships of input, mediating, and output variables for global sales training programs. Input or antecedent variables include high-quality: determination of sales training needs, objective setting, designing/implementing the training program, and evaluating training outcomes. The mediating variable culture is measured by a latent indicator: managers' perceived importance/perceived adequacy. The output or consequence variable is the quantitative improvement a firm measures in sales force performance that results from global sales training in the form of increases in sales revenue, profitability, decreased customer complaints, and/or reduced selling expenses. This framework is an initial attempt to synthesize existing knowledge about how to conduct effective sales training programs in cross-cultural settings. The article also offers research propositions that can be tested to advance our understanding of global sales training, discusses managerial implications, identifies limitations encountered by global sales training practitioners, and suggests future study opportunities for researchers.     

企业对员工的人力资本投资研究

本文利用最新的调查数据研究了企业提供的培训与员工个人特征、企业特征和员工企业匹配特征之间的关系，以及企业培训实践对工资水平的决定效应。研究发现，企业提供的培训投资呈现了极不平衡的现象：技能水平和职位等级高的员工能获得大量的培训投资，处于企业生产和技术部门的一般员工获得的培训投资显著偏低；国有企业大量投资于员工的一般培训，不注重企业专用培训，而外资企业则刚好相反；技术资本密集或者技术进步较快的企业比传统劳动密集型企业更注重员工培训。研究还发现，企业向员工提供的大部分一般培训显著地影响了员工的工资水平。研究结果有助于理解国有企业员工在劳动力市场中的工作转换模式。     

德国“双元制”培训模式在煤矿安全培训中的应用

安全培训是提高从业人员安全素质的有效手段,是安全生产的基本保证,本文分析我国目前煤矿安全培训l中存在的问题及误区,针对安全培训l考核指标、培训机构单一,培训时间短,针对性不强等问题,结合我国国情引入德国“双元制”培训模式可以很好的从根本上解决以上问题,并举例说明“双元制”在煤矿安全培训模式的建立,对其他矿井安全培训有较强的启迪和指导作用。     

Gender Discrimination in Training: An Australian Perspective

Analysis of the Australian How Workers Get Their Training survey indicates considerable male-female differentials in the incidence and duration of training. For external training, which women can undertake without the sanction of the firm, the gender effect is that women undertake more training than men, other things being the same. However, for in-house training, which requires the sanction of the firm, the gender effect is that women undertake less training than men, other things being the same. One interpretation of this is that the gender effect reflects both the discriminatory attitudes held by firms and the greater propensity to train among women, with the relative weights varying across types of training according to the discretion that women have in determining the training outcome.     

高职院校高技能人才培养模式的优化策略研究 ——以V学院为例

高技能人才培养模式关系到学校的教学质量和毕业生的就业率。本文通过探讨高职院校高技能人才培养中出现的问题,以V学院为例,提出了高技能人才培养模式的具体优化策略。通过创新人才培养理念、完善校企合作多元化人才培养模式、加强人才培养平台建设、创新职教集团合作发展模式、“1+X”证书制度提高学生专业技能等途径,提高了学院的教学发展和竞争力。     

基于维和训练的控制系统仿真技术研究

为了解决联合国维和行动长期存在的国内训练基础环境难逼真、执行任务标准运用不熟练、突发情况应急处置不到位的问题,开展了基于维和训练的控制系统仿真技术研究。运用虚拟现实、建模仿真、沉浸体验、人工智能等先进技术,提出一种大空间定位和姿态捕获方法,研发空间位置与动作姿态数据融合算法,灵活支撑对抗仿真;提出一种三维影像构建方法,建立人员、装备、设施、建筑、道路等三维模型,构建国外任务区虚拟战场环境,支持开展沉浸式模拟演练。研究结果表明,新方法能帮助维和官兵提前逼真体验,规范执行标准,模拟红蓝对抗,尤其是大空间定位技术的研究可有效延伸虚拟战场环境,显著提高联合训练效果,并可节省训练经费,避免训练事故,提高训练的针对性。虚拟仿真训练技术研究能够有效支撑多分队协同处置训练,甚至多兵种联合训练,在军事训练领域有较大的推广价值。     

对煤炭企业搭建远程教育网络培训平台的思考

文章从煤炭企业员工培训的特点和煤矿培训资源配置现状入手,分析了煤炭企业搭建远程教育网络培训平台的必要性和重要性,提出煤炭企业搭建和使用远程教育网络培训平台的具体途径和方法。为煤炭企业培训工作树立大资源意识,构建大教育、大培训格局和创建学习型企业提供了可借鉴的思路。     

Training and the Growth of Wage Inequality

Shifts in the incidence of training over the 1980s favored more-educated, more-experienced workers. These shifts, coupled with increases in returns to skill, suggest that training may have contributed to the growth of between-group wage inequality in this period. However, because 1) the shifts in training were too small, and 2) the returns to training did not rise, only small fractions of the increases in returns to schooling and experience over this period can be explained by changes in the distribution of or returns to training.     

Gender and Race Differences in Company Training

Using recent data from the National Longitudinal Survey of Youth, it is found that among young workers from 1986 to 1991, there were no gender or race differentials in the likelihood of receiving training, in participation in multiple training events, or in hours of training received. White women, however, were more likely to receive more training per hour worked than white men. This gender differential appears to occur because white women are more likely to work fewer hours and to be employed in entry-level positions that are associated with greater training intensity.     

Immigrants and Workplace Training: Evidence from Canadian Linked Employer–Employee Data

Job training is one of the most important aspects of skill formation and human capital accumulation. In this study, we use longitudinal Canadian linked employer–employee data to examine whether white/visible minority immigrants and Canadian-born emplooyees experience different opportunities in two well-defined measures of firm-sponsored training: on-the-job training and classroom training. While we find no differences in on-the-job training between different groups, our results suggest that visible minority immigrants are significantly less likely to receive classroom training, and receive fewer and shorter classroom training courses, an experience that is not shared by white immigrants. For male visible minority immigrants, these gaps are entirely driven by their differential sorting into workplaces with fewer training opportunities. For their female counterparts, however, they are mainly driven by differences that emerge within workplaces. We find no evidence that years spent in Canada or education level can appreciably reduce these gaps. Accounting for potential differences in career paths and hierarchical level also fails to explain these differences. We find, however, that these gaps are only experienced by visible minority immigrants who work in the for-profit sector, with those in the nonprofit sector experiencing positive or no gaps in training. Finally, we show that other poor labor market outcomes of visible minority immigrants, including their wages and promotion opportunities, stem in part from these training gaps.