In the beginning: Or, the first training department

The purpose of this study is to investigate the feasibility of performance of operational budgeting in Mahabad's department of education and training. In terms of type and method, the present research is a survey study and in terms of purpose, it is an applicable research. The population includes managers, vice presidents and financial employees of Mahabad's department of education and training and according to the last stats they were 59 individuals. As a result of limitation of the population, the entire population is selected as the sample. For the purpose of data collection, a researcher made questionnaire was used. Validity of questionnaires was approved by scholar professors in management field. Respectively, reliability of the questionnaires was approved through Cronbach's alpha. For analysis of data, one sample t-test was performed. Results indicated that performance of operational budgeting in Mahabad's department of education and training is feasible. Also the results showed that the ability for evaluation of performance, the ability of human resources, organization's strategic planning, feasibility and understand ability of plans, sufficient effectiveness and efficiency and categorization of budgets are towards performance of operational budgeting. Also Mahabad's department of education and training is technically capable of performance of operational budgeting.

This chapter reports on the findings of three research studies that investigated aspects of spoken language and how they relate to the performance of Indigenous Australian students in the New South Wales Department of Education and Training’s literacy tests (Year 3 Basic Skills Test 2005. Sydney, AUS: NSW Department of Education and Training, 2005a; Year 5 Basic Skills Test 2005. Sydney, AUS: NSW Department of Education and Training, 2005b). The author, a non-Indigenous descendant of the convicts brought by the first English invaders of Australia, considers herself an ally to the Indigenous populations in New South Wales (NSW). As part of her role with the NSW Department of Education, she currently works on the evaluation of education programs, including those that affect Indigenous communities. She has previously worked on student assessment programs where she was concerned to create assessment practices for Indigenous students that are culturally responsive. As the author is non-Indigenous, an Indigenous educator was consulted about findings from the first two studies, and a local Indigenous person was present during interviews with Indigenous students for the third study. The research studies focused on investigating why Indigenous students have lower mean scores than non-Indigenous students in national and state-wide reading tests.

Statement of the problem. Objectives, methods, novelty of the research. The year 2022, which marked the 105th anniversary of the Kharkiv National University of Arts, became a tragic challenge for the entire Ukrainian public, exacerbating the issue of preserving the country’s cultural traditions and its historical memory. The formation and development of the Kharkiv school of academic vocal art is an integral and bright part of the cultural history of Ukraine, which needs to be highlighted and scientifically understood. Despite the fact that the Kharkiv vocal school has educated a whole galaxy of world-class singers, there is still no fundamental scientific research devoted to it. The purpose of the article is to actualize for our contemporaries the creative achievements of the Kharkiv vocal school, represented now by the Department of Solo Singing and Opera Training of the Kharkiv I. P. Kotlyarevsky National University of Arts, to highlight the hereditary ties between the generations of its representatives, some trends in its development and the specifics of its current stage. The combination of historical-biographical, chronological-documentary, analytical, and systemic methods made it possible, based on a brief review of the historical development of the Kharkiv vocal school, to identify some characteristics of it, established in its tradition. Research results and conclusion. A brief overview of the historical development and main achievements of the Kharkiv school of academic singing, the core of which is today the teaching staff of the Department of Solo Singing and Opera Training of the Kharkiv I. P. Kotlyarevsky National University of Arts, allows us to identify certain characteristics of it, established in its long-standing tradition. This is an extremely high vocal culture, characteristic of its best representatives, among whom are People’s Artists of the USSR B. Hmyria, M. Reizen, M. Manoilo, N. Surzhina, N. Tkachenko, V. Tretiak, H. Tsypola; People’s Artists of Ukraine and former Soviet republics V. Arkanova, H. Horiushko, O. Vostriakov, I. Zhurina, M.Koval, L. Solianyk, O.Romanenko, V.Rozanov and many others, Honored Artists and laureates and graduates of international and national vocal competitions, who at different times, in different countries, on the most prestigious stages of the world successfully confirmed the high professional status of the Kharkiv vocal school: L. Morozov (Geneva, 1958), Ye. Ivanov (Sofia, 1961) , Bucharest, 1964), V. Trishin (Moscow, 1970), L. Serhienko (Geneva, 1973, Moscow, 1974), H. Tsypola (Tokyo, 1976), V. Boldyrev (Japan, 1990), O. Kramareva ( St. Petersburg, 2005), M. Paster (Moscow, 2007), N. Polikarpova (Finland, 2010), L. Kohan (Finland, 2017), Liu Xia (Italy, 2018), V. Lashko (Czech Republic, 2019) and many others. The components of this culture are perfect technical skill, “inherited” thanks to the tradition of training singers, which comes from the masters of Italian bel canto – the founders of the Kharkiv school, and a deep understanding of the artistic content of music, which is impossible without the constant attention of the teachers to the harmonious education of the students, the expansion of their creative horizons. From the beginning, the Kharkiv vocal school relied on invaluable performance experience – its teachers were usually the recognized masters of opera and chamber singing, and this tradition has been preserved. Today, in the era of the “stage director’s” theater, the concept of complex development of the vocalist has gained new relevance. Currently, the Department of Solo Singing and Opera Training of the Kharkiv National University of Arts carries out the entire complex of professional training of a singer thanks to his close cooperation with the concertmaster, conductor, choirmaster, director, teachers of acting disciplines, stage practice in the Opera Studio. As in the previous stages of its development, the Kharkiv vocal school demonstrates openness, readiness to learn the experience of other Ukrainian and international schools, which is a guarantee of constant growth. In recent decades, the number of honorary and scientific titles, bright victories of Kharkiv singers at prestigious vocal competitions has significantly increased, graduates of the department work on leading opera stages, and successfully tour abroad. With the change of generations, new pedagogical methods, aesthetics and performance styles naturally appear, vocal and technical skills are improved, but awareness of the artistic and aesthetic principles of the Alma Mater vocal school will help its young students to solve difficult professional tasks.

The purpose of the research is to know explosive level of lower limbs for students the relationship with some basic skill in football . The research use the survey method as it suits the nature of this study . The sample of the study consists of (20) subjects representing the second year student football in the physical Education College . After performing the special tests in explosive power and skill full performance by the sample and using the suitable statistical means .The researchers find that the research results emphasize that there is a significant (20) relation between the explosive power and skillful perform ance of some football . The most important recommendation is the necessity of improving physical fitness elements for students to help then in performing the skills better .

This article explores the concepts of information technologies and artificial intelligence. It delves into the history of artificial intelligence development and outlines its role in various stages of company operations. The article identifies the complexity of the employee recruitment, adaptation, and training processes and suggests that automation using information technologies and artificial intelligence can significantly enhance efficiency. The paper details how the effectiveness of recruitment, training, and adaptation processes can be improved by leveraging information technologies and artificial intelligence tools. It evaluates the advantages and disadvantages of employing these technologies in company operations. Artificial intelligence facilitates effective employee selection, performance evaluation, task adjustment, and assignment of training courses based on performance analysis. Moreover, its use minimizes subjectivity in dealing with potential employees, as artificial intelligence and information technologies enable the assessment of employee performance based on clear data. However, drawbacks include a tendency for errors in fundamental aspects and the technology's inherent imperfections, necessitating continuous supervision by management. Information technologies contribute to streamlining the personnel selection process, making it faster and simpler. Recruitment software aids in processing a larger number of candidates and automatically evaluating their knowledge levels. Additionally, training management systems help create a knowledge base that simplifies the employee training process. The methodology for implementing information technologies and artificial intelligence in the recruitment and training department is outlined, along with potential problems and solutions. It is concluded that artificial intelligence and information technologies have a substantial positive impact on the efficiency of employee recruitment, adaptation, and training processes and the overall effectiveness of the recruitment and training department.

The purpose of this paper is to clarify the characteristics of the developmental process of in-house training in Japan. The factors which contributed to the realization of the high economic growth have been discussed from the various viewpoints. We want to consider the significance of an in-house training system which largely supported the formation of diligent employees in this paper, forcusing on the case of Matsushita Electric Industrial Co. Ltd., one of the largest enterprises in Japan.First, in-house training, the training of foreman, in postwar Matsushita were initiated by Kounosuke Matsushita, the president of the company, who was eager to learn management techniques from the US during the rehabilitation period. Then the techniques of Training Within Industry (TWI) and Management Training Program (MTP) were introduced in 1950, and refined to meet the company's context later on.The “Personnel Principles” established in 1957. They demonstrated basic concepts and directions of in-house training, and they paralleled rapid growth of the company in size and its production. The department of in-house training, which eagerly promoted enlargement of in-house training into all workshops and all levels in organizations, was set up in the head office in 1960.At Atami Conference of 1964 all the management problems of the economic slump and mature markets were severely discussed. However, all activities relating to in-house training were stopped for a time, and “The Principles on Long Term Human Development” were set up 1965 after an intensive discussion. Thereafter based on the principles, the department of in-house training in the head office proceeded with the training of middle management and with the promotion of various kinds of job education, at the same time the head of each workshop had responsibilities to train his workers in his own workplace.

Economic Papers: A journal of applied economics and policyVolume 16, Issue 1 p. 14-28 LABOUR DEMAND AND EDUCATIONAL EXPANSION TOM KARMEL, TOM KARMEL Department of Employment, Education, Training and Youth Affairs. This paper is based on material drawn from my doctoral dissertation The impact of increasing education levels on the Australian workforce, The Research School of Social Sciences, Australian National University. Thanks to Bob Gregory, in particular, for helpful comments and discussion.Search for more papers by this author TOM KARMEL, TOM KARMEL Department of Employment, Education, Training and Youth Affairs. This paper is based on material drawn from my doctoral dissertation The impact of increasing education levels on the Australian workforce, The Research School of Social Sciences, Australian National University. Thanks to Bob Gregory, in particular, for helpful comments and discussion.Search for more papers by this author First published: 13 April 2010 https://doi.org/10.1111/j.1759-3441.1997.tb00136.x AboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinkedInRedditWechat Volume16, Issue1March 1997Pages 14-28 RelatedInformation

Concern over sexual violence at South African higher education institutions has been mounting since 2012. The systemic inquiry into sexual harassment at the University of the Witwatersrand that looked into the patterns, prevalence and problems in regulating sexual harassment at the campus, found that sexual harassment is prevalent and manifests in a number of different ways. In 2016, students at Rhodes University publicised a list of names of alleged sexual offenders at the university (Seddon 2016). The Department of Higher Education and Training has developed a working document, the Draft policy and strategic framework 2017, which seeks to provide a framework for universities and Technical and Vocational Education and Training (TVET) colleges to deal with sexual harassment and sexual offences on campus (Department of Higher Education and Training 2017). It is useful to use the moment of this national debate to highlight the often-ignored issue of sexual relationships between staff and students. This article will consider the merits of regulating these relationships, and how regulation can facilitate mechanisms for accountability and a healthy teaching and learning environment.

Some of the most difficult problems facing governments today are linked to their increasing involvement in the global economy. One of the most pressing problems faced by developed economies is chronically high youth unemployment. As labour markets have tightened, the jobs which have disappeared, and look unlikely to re-emerge as labour markets become more buoyant, are the jobs which young people have traditionally held - unskilled entry level jobs. The creation of the French Baccalauréat Professionnel saw the development of a programme that balanced the needs of a vocational qualification with those of a general education. This paper will look briefly at the background to the debate between general education and vocational education, in particular the low status of vocational education. The paper looks at the manner in which two developed countries in different hemispheres, France and Australia, have attempted to solve an increasingly complex problem: the transition from school to work. It suggests how the McGaw Report [(1997) Shaping Their Future ( Sydney, Department of Training and Education Co-ordination)] tackles this problem of high and low status educational pathways in Australia. The use of 'school-workplace learning' in Australia represents a relatively new specific programme, highlighting the NSW government's direction in school to work transition. In France the Baccalauréat Professionnel (Bac Pro) will be used as an example of a diploma that provides a useful bridge between the vocational and general education streams.

Meet the demands of a competitive worldwide competitive economy. Discover the relevance of these 16 global HRD trends to your organization:* Strategy and training * Needs assessment and analysis* Performance improvement * Corporate universities* Training and delivery * Shared responsibilities* Systematic evaluation * Measuring the return on investment (ROI) * Training costs * Profit centers* Budgeting * Learning objectives* Management partnerships * Technology* Global training programs * Outsourcing Jack Phillips noticed something while consulting for organizations all over the world. He discovered that training and development departments - even though they are in different countries - experience many of the same issues and challenges. He recognized and then researched, sixteen critical global HRD trends.These sixteen noteworthy trends were formulated by surveying thirty-five organizations in various industrialized countries, as well as actually working with training and development departments across the globe. This firsthand global HRD experience verified and brought to life the trends.As a result of the author's investigation, 'HRD Trends Worldwide' outlines each HRD trend and helps you thoroughly understand them all and, more importantly, put them to good use.This text presents the survey results and explains each trend through examples and evidence. To help you work with the trends, the text provides an examination of each trend's potential impact on your training and performance improvement functions.Every HRD and training and development professional interested in meeting the demands of a competitive worldwide economy should make reading this book a priority.

The Student Internship Placement Management System (SIPMS) is a web-based application designed for the training and placement department of our college. The system provides a secure and efficient platform for students to upload and manage their personal and educational information. SIPMS ensures fast and easy access to placement procedures and related activities while maintaining the confidentiality of student data. One of the key features of this project is its one-time registration enabled system, which helps to reduce repetitive tasks and streamline the entire placement process. SIPMS facilitates full IT deployment of colleges and allows for the automated insertion of data into a database. It also checks all eligibility parameters before accepting candidates, making the placement process more efficient. Overall, SIPMS provides a comprehensive solution to the challenges faced by the training and placement department of our college and can be accessed by authorized personnel throughout the organization.

Introduction The disease caused by a virus called SARS-CoV-2, which first appeared in China in late 2019 and can be transmitted from human to human, was named COVID-19 and the World Health Organization declared COVID-19 a pandemic on March 12th, 2020. In this study, we aim to find the impact of this outbreak on emergency practices. Methods Patients admitted to Sakarya University Training and Research Hospital adult emergency department between the dates 20/03/2018-03/04/2018, 20/03/2019-03/04/2019 and 20/03/2020-03/04/2020 were included in the study. The emergency department admissions between these dates were retrospectively investigated and analyzed statistically. Results During the study period, a total 36,341 patients, of which 15,048 between 20/03/2018 and 03/04/2018, 15,048 between 20/03/2019 and 03/04/2019, and 6,245 between 20/03/2020 and 03/04/2020 were admitted to the Sakarya University Training and Research Hospital adult emergency department. Of the patients, 16588 were female and 19753 were male. A 4-tier triage system is applied in our hospital. According to the triage system, 19270 patients were admitted to the Green Room, 8312 patients to the Trauma Room and 8759 patients to the Yellow Room. A statistically significant difference was found in the distribution of departments admitted by the patients by year. Admissions, especially between 17:00 and 24:00, decreased significantly. There was a statistically significant decrease in the admissions of foreign nationals to the emergency department in 2020, compared to the previous years. Conclusions In the emergency departments of hospitals that serve COVID-19 patients, there may be a decrease in patient admissions compared to previous years.

The main purpose of this article is to provide a description of the current design of the problem‐solving and decision‐making course which I have been running for my department's training branch. However, I also want to give a brief outline of how the course developed over the period of a year and a half. This description of the past will make the present more comprehensible and it will provide the basis for some of the conclusions I shall be drawing at the end of the article.

To meet the challenges of Covid-19, educators had to make sudden revisions to the educational curriculum and examination methods.[1] Universities worldwide have adopted online teaching methods through video conferencing platforms like google meet and zoom, which provide basic plans free of charge.[23] Quarterly resident assessment via spotter examination and viva is an integral part of our department's training program to evaluate residents, and aid in their learning. Our conventional spotter examination includes rallying approximately 40 patients with diverse dermatological diseases to our out-patient department. After a meticulous screening, about 20–30 cases are selected for the examination and residents are assessed based on five cases by two examiners individually. Our conventional viva exam involves residents shuffling between five stations. Each station includes one or two dermatology topics, and is led by one examiner. Considering the significant reduction in the patient load in our out-patient and in-patient services, and strict adherence to the norm of social distancing, we planned a virtual assessment for the residents. For the spotter assessment, we divided the residents and examiners into five groups. Each group had two examiners, 4–5 residents, and two senior residents for coordinating the exam. Each resident was shown photographs of eight clinical cases in google meet using PowerPoint. In addition, the final-year residents were asked to work up live cases admitted in our in-patient ward and were evaluated virtually through google meet by presenting clinical images of the same cases. The viva lasted for approximately 30 min per short case and 5 min per spotter. Each examiner evaluated 4-5 residents with four cases, and two examiners assessed each resident. The viva exam, which involved interviewing residents on various dermatology topics, was also conducted virtually using google meet [Figure 1]. The residents and examiners were divided into two equal groups with eleven stations each. Five of the eleven stations were “viva stations,” and the remaining were “waiting stations.” Each viva station was headed by one examiner. The distribution of the topics into these five viva stations is outlined in Figure 1. At the beginning of the viva, we assigned each resident to one station using separate google meet links. Residents moved to the next station every 15 min. In case a viva exceeded 15 min, their waiting period at the next station decreased. Unless the viva exceeded 30 min, this arrangement was fail-safe. Each examiner interviewed eleven residents, and each resident faced five examiners.Figure 1: Schematic representation of the viva examination planWe sent online feedback forms using https://docs.google.com/forms/u/0/to all residents and examiners after the spotter and viva examinations and recorded their responses anonymously [Table 1]. According to the residents and examiners, the virtual spotter exam was well organized and time efficient. Residents faced technical snags in internet Wi-Fi services, audio-visual output, and lag in loading images. At the same time, examiners complained of poor audio connection and background noise while interviewing some residents. Residents suggested allotting a predesignated time to analyze the images and providing multiple views of a lesion. They also sought context to the images like necessary demographic details. They acknowledged the variety of cases, from classical to rare disorders but proposed that the difficulty level be uniform across the training level and groups. They felt that the virtual exam was less stressful than the in-person exam, as they did not have to face the examiners directly and could give the exam from a comfortable place. Examiners observed that the virtual exam was convenient as it avoided the exam day hassle of screening many patients and sending back the unselected cases. Also, it avoided the inconvenience caused to patients in terms of traveling and waiting for long hours. The examiners wanted to allocate more than 5 min per spotter and interview more residents with fewer cases each.Table 1: Feedback questions and responses from residents and examiners for the spotter and viva examinationsRegarding the viva exam, examiners and residents appreciated the smooth transfer of residents from one station to the next. It was well-timed, efficient, safe, and avoided the arduous task of shuffling residents from one examination room to another. Examiners needed more time to interview final-year residents and a scheduled 15-min break in between. Our experience shows the benefits and limitations of virtual exam methods. Residents' acceptance, a key component in the new program, was high. The virtual “picture-based” exam may enhance residents' ability to cope with teledermatology and vice versa. It supports shifting the emphasis placed on description and diagnosis to management and patient counselling. It serves as an adequate stop-gap measure till the Covid-19 situation improves or maybe even after the pandemic, at least partially, owing to its advantages. Financial support and sponsorship Nil. Conflicts of interest There are no conflicts of interest.

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