摘要 :
The emerging bioeconomy is improving U.S. energy security, addressing environmental challenges, and boosting U.S. technology leadership—while creating new industries and jobs.
摘要 :
This report describes a process for quickly developing information that is useful for skills training. The process is called job training analysis (JTA). Its main use is to structure skills training at the jobsite. JTA supports st...
展开
This report describes a process for quickly developing information that is useful for skills training. The process is called job training analysis (JTA). Its main use is to structure skills training at the jobsite. JTA supports structured skills training by identifying the job duties, tasks, and steps and the reasons why those job components are important. The outcome of the JTA process is a worksheet-a training outline based on the knowledge and expertise of experienced workers. Time invested in developing a JTA will result in significantly more time saved when it is used appropriately by skilled trainers. Like a roadmap, JTA saves time and energy. Experimental work at several mine sites helped document, refine, and validate the JTA process. JTAs for two mining jobs-roof bolting and lift truck operation-at two different mine sites are used to illustrate some of the concepts and the specific JTA process described in this report. The work at these two sites was influenced by cooperative work between the Mine Safety and Health Administration (MSHA) and the National Institute for Occupational Safety and Health (NIOSH) at several other mine sites and prior collaborative work with the U.S. Navy. The mining JTA process is grounded within the military research on the design of instructional systems. MSHA and NIOSH worked to simplify and apply the military training development model for mining industry use through collaborative work at several mine sites. The JTA process involves three activities: (1) planning, (2) a 1- to 3-day workshop where the JTA is developed using facilitated work with subject-matter experts, and (3) followup. Guidelines and considerations for each of these activities are included. Results indicate that the JTA process has been well received and valued by mining industry participants. It blends aspects of health and safety, production, maintenance, and crew coordination.
收起
摘要 :
The purpose of this paper is to provide a lay summary of important new findings about how job experience, basic ability, and other factors affect job performance, initially and over time. Recent applications of a research procedur...
展开
The purpose of this paper is to provide a lay summary of important new findings about how job experience, basic ability, and other factors affect job performance, initially and over time. Recent applications of a research procedure called path analysis have shed new light on 'what causes what' in job performance. As a result, the roles of various factors, such as job experience and job knowledge, in particular, have been greatly clarified with respect to predicting and explaining job success. Path analysis is a statistical procedure for analyzing causal relationships among things of interest. It enables one to determine the separate, independent impact of each factor. Until recently, few applications of path analysis to personnel measurement have been practical or very useful. The main reason has been lack of stable data to work with.
收起
摘要 :
Many offenders have difficulty finding permanent, unsubsidized, well-paid211 employment after release because they lack job-seeking experience, a work 211 history, and occupational skills; furthermore, many employers refuse to hir...
展开
Many offenders have difficulty finding permanent, unsubsidized, well-paid211 employment after release because they lack job-seeking experience, a work 211 history, and occupational skills; furthermore, many employers refuse to hire 211 individuals with criminal records. These circumstances seriously affect an ex-211 offender's stability because unemployment is consistently associated with high 211 recidivism rates. The Center for Employment Opportun-ties (CEO) in New York City 211 attempts to overcome these barriers by providing transitional services when ex-211 offenders are at the most vulnerable stage of their rehabilitation-immediately 211 after release. Most participants are newly released 'boot camp' inmates, although 211 approximately one-third are on work release, probation, or nonviolent parole 211 status. CEO seeks to foster the discipline they have acquired while incarcerated.
收起
摘要 :
This is a report of an occupational survey of the Medical Materiel (AFSC 915X0) specialty, completed by the Occupational Survey Branch, USAF Occupational Measurement Center. Prior to December 1965, the Medical Materiel specialty c...
展开
This is a report of an occupational survey of the Medical Materiel (AFSC 915X0) specialty, completed by the Occupational Survey Branch, USAF Occupational Measurement Center. Prior to December 1965, the Medical Materiel specialty carried a 906X1 AFSC. It was then converted to the present designation of 915X0. The career field has experienced no major changes since that time. The primary mission of personnel in the 915X0 specialty revolves around managing supplies for medical facilities. This involves warehousing, inventory control, requisitioning, and delivery functions. Personnel usually enter the Medical Materiel specialty by first attending the 3ABR91530 Medical Materiel Specialist course at the School of Health Care Sciences, Sheppard AFB, TX. Upon completion of this 6-week course, graduates are awarded the 3-skill level.
收起
摘要 :
The intended purpose of this report is to introduce several prevalent human resource issues to the Federal Government manager. Backgrounds, problem statements, facts and supporting statistics, as well as, possible solutions and co...
展开
The intended purpose of this report is to introduce several prevalent human resource issues to the Federal Government manager. Backgrounds, problem statements, facts and supporting statistics, as well as, possible solutions and conclusions will give the manager a better understanding of current human relation issues and how to tackle them in the workplace. (emk)
收起
摘要 :
Army Casualty Assistance work has no directly comparable civilian occupation.However, like civilian human service occupation, soldiers working in the casualty area are susceptible to job stressor that can lead to low morale, stres...
展开
Army Casualty Assistance work has no directly comparable civilian occupation.However, like civilian human service occupation, soldiers working in the casualty area are susceptible to job stressor that can lead to low morale, stress, burnout and psychiatric illness. In order to ascertain sources of job related stress and coping mechanisms, this report describes the role of one type of Army casualty worker, the 'Notification NCO.' In addition to comparing different types of casualty workers with the Notification NCO, this study utilizes multiple research methods including participant observation, interview surveys, oral histories and instrument measures over a one year period. The salient job stressors uncovered are exposure to death through telephonic contact with bereaved family members and learning the details surrounding an individual soldier's injury or death. Job stressors are moderated by informal hiring practices, effective on-the-job training, commitment to the mission and calm, knowledgeable leaders. Recommendations for alleviating job stressors and strategies for enhancing coping mechanisms are provided.
收起
摘要 :
The authors discuss the development, administration, and results of a job inventory for the position of field wireman. This job analysis was conducted as a step in the systems engineering of a course of instruction for the job. Th...
展开
The authors discuss the development, administration, and results of a job inventory for the position of field wireman. This job analysis was conducted as a step in the systems engineering of a course of instruction for the job. The questionnaire itself and tables displaying survey results are presented as appendices. (Author)
收起
摘要 :
The main text of this report consists of a review and evaluation of job enrichment as an approach to job redesign, with implications for Air Force research and application. In addition, two appendices are included: the first, a su...
展开
The main text of this report consists of a review and evaluation of job enrichment as an approach to job redesign, with implications for Air Force research and application. In addition, two appendices are included: the first, a supplemental historical discussion; the second, an annotated bibliography. Specific objectives are to provide: (a) a general review and evaluation of job enrichment and its related motivational concepts, (b) an assessment of the utility of job enrichment to the Air Force in terms of implications for job-redesign research and application, and (c) a comprehensive annotated bibliography of job-enrichment and related literature. The report should prove useful to anyone, within or outside the Air Force, who is interested in evaluating job enrichment as an organizational-change technique. Job enrichment is discussed within the historical framework of changing managerial assumptions about the worker and work motivation and within the motivational framework of Maslow, McGregor, and Herzberg. The technique of job enrichment is reviewed, evaluated, and compared with other job-redesign interventions. Its limitations are discussed with special emphasis on individual and cultural differences and a more eclectic approach to job redesign is advocated. Recent advances in job-redesign theory and research, by Hackman, Oldham, and Umstot are presented and implications for Air Force research and applied programs are discussed. (Author)
收起
摘要 :
Past efforts by industrial psychologists, business groups, and others tocharacterize 'job requirements' provide a starting point in developing a SCANS approach to identifying the skills required by work. These past efforts have de...
展开
Past efforts by industrial psychologists, business groups, and others tocharacterize 'job requirements' provide a starting point in developing a SCANS approach to identifying the skills required by work. These past efforts have developed a structure for examining and communicating job requirements. An examination of these past efforts and the viewpoints they represent can help SCANS refine its own viewpoint and focus its efforts. We begin with a brief discussion of general approaches or perspectives on job requirements. This is followed by a compilation of 'lists' of skill requirements with brief comments on each of the different organizing frameworks.
收起
