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This paper reports research that engaged in the evaluation of an intervention programme designed to enhance the employability of a group of unemployed graduates. The evaluation adopted a quasi-experimental intervention research method employing a general self-efficacy scale, which had been validated in prior research. Results revealed that participants displayed higher levels of GSE after engagement in the programme. Results also revealed the effect of ‘behavioural plasticity’ on the intervention experiences of unemployed graduate participants. The findings of this study are discussed in relation to programme design, recruitment and evaluation. 相似文献
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Learning to Crawl 总被引：3，自引：0，他引：3
The effects of infants' age, body dimensions, and experience on the development of crawling was examined by observing 28 infants longitudinally, from children's first attempts at crawling until they began walking. Although most infants displayed multiple crawling postures en route to walking, development did not adhere to a strict progression of obligatory, discrete stages. In particular, 15 infants crawled on their bellies prior to crawling on hands and knees, but the other 13 infants skipped the belly-crawling period and proceeded directly to crawling on hands and knees. Duration of experience with earlier forms of crawling predicted the speed and efficiency of later, quite different forms of crawling. Most important, infants who had formerly belly crawled were more proficient crawling on hands and knees than infants who had skipped the belly-crawling period. Transfer could not be explained by differences in infants' age or body dimensions alone. Rather, experience using earlier crawling patterns may have exerted beneficial effects on hands-and-knees crawling by shoring up underlying constituents common to all forms of crawling postures. 相似文献
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This article focuses on the human performance improvement and human resource development task of providing an organization with a skilled workforce. We begin by describing the U.S. demographic trends and the changing job skill requirements that will lead to a shortage of skilled workers and that highlight the importance of considering the various strategies that are available for developing a skilled workforce. Then, using perspectives found in the literature, we examine four strategies for developing a skilled workforce: (1) hire and then train the workers, (2) transfer individual workers, (3) relocate the work, and (4) create an educational infrastructure within a community to develop a workforce with the needed skills. We conclude by comparing the four strategies and identifying the advantages, disadvantages, and most effective uses of each. 相似文献
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