Learning in-between, across and beyond workplace boundaries

In this paper, we challenge conventional theories underpinning the practice of human resource development (HRD) that typically focus on the objects of learning - individuals, skills, jobs - or separate the contexts of work (performance) from learning (training). Using case study research from a public utility and a winery, we found similarities in workers' experiences of various organisational practices despite different objects of learning. These practices were, firstly, temporarily occupying (acting up) in a more senior position and, secondly, collaborating across functions. Unlike notions of boundary-crossing or job rotation, we argue that learning 'in-between' develops interactional competence that is grounded within the work practices of interacting individuals. This relational view opens up possibilities for redirecting the focus of HRD practice towards integrating work and learning in ways that develop the potential for learning in-between, across and beyond the boundaries of work. © 2012 Inderscience Enterprises Ltd.

The job strain model is enough for managers : no augmentation needed

This paper reports on the results of a study aimed at identifying the relative influence of generic and job-specific stressors experienced by a cohort of Australian managers. The results of a regression analysis revealed that both the generic components of the job strain model (JSM) and job-specific stressors were predictive of the strain experienced by participants. However, when looking at the total amount of variance that is explained by the predictor variables, the combined influence of job demand, job control and social support contributed 98 per cent of the explained variance in job satisfaction and 90 per cent of the variance in psychological health. The large amount of variance explained by the JSM suggests that this model provides an accurate account of the work characteristics that contribute to the strain experienced by managers and no augmentation is needed.

Dynamic parallel job scheduling in multi-cluster computing systems

Job scheduling is a complex problem, yet it is fundamental to sustaining and improving the performance of parallel processing systems. In this paper, we address an on-line parallel job scheduling problem in heterogeneous multi-cluster computing systems. We propose a new space-sharing scheduling policy and show that it performs substantially better than the conventional policies.

Preemptive job scheduling policy for distributively-owned workstation clusters

Cluster computing has come to prominence as a cost-effective parallel processing tool for solving many complex computational problems. In this paper, we propose a new timesharing opportunistic scheduling policy to support remote batch job executions over networked clusters to be used in conjunction with the Condor Up-Down scheduling algorithm. We show that timesharing approaches can be used in an opportunistic setting to improve both mean job slowdowns and mean response times with little or no throughput reduction. We also show that the proposed algorithm achieves significant improvement in job response time and slowdown as compared to exiting approaches and some recently proposed new approaches.

Friction changes during compression tests using tool rotation technique

A compression test with rotating dies was employed to estimate the friction factor between aluminum samples and steel tooling during large plastic deformations. A cylindrical workpiece was compressed under dry and cold conditions. The magnitudes of torque and normal force were measured and
the average friction factor was calculated using the Coulomb friction law. It was found that under certain conditions the friction increased with increasing angular velocity of the die. This finding led to the conclusion that the choice of die rotation speed is important in interpreting the results from the twist compression test.

Employer satisfaction, job-match and future hiring intentions for employees with a disability

This paper is based on survey responses from 656 employers who used disability employment services to employ someone with a disability. Relationships between employer satisfaction and employer perceptions of job-match and future hiring intentions toward people who have a disability are outlined and discussed. Employers' perceptions of the job-match process were found to be an important determinant of their perceptions of work performance and employer satisfaction. Comparative ratings on employer satisfaction for employees with and without a disability were seen as an important indicator of future hiring intentions toward people with a disability. Findings reported in this paper provide important information on which to base strategies for improving future employment outcomes for people who have a disability.

Fault-tolerant dynamic job scheduling policy

In this paper, we propose a scalable and fault-tolerant job scheduling framework for grid computing. The proposed framework loosely couples a dynamic job scheduling approach with the hybrid replications approach to schedule jobs efficiently while at the same time providing fault-tolerance. The novelty of the proposed framework is that it uses passive replication approach under high system load and active replication approach under low system loads. The switch between these two replication methods is also done dynamically and transparently.

Autonomic job scheduling policy for grid computing

Autonomic middleware services will play an important role in the management of resources and distributed workloads in emerging distributed computing environments. In this paper, we address the problem of autonomic grid resource scheduling and propose a scheduling infrastructure that is capable of self-management in the face of dynamic behavior inherent to this kind of systems.

Job scheduling policy for high throughput grid computing

The growing computational power requirements of grand challenge applications has promoted the need for merging high throughput computing and grid computing principles to harness computational resources distributed across multiple organisations. This paper identifies the issues in resource management and scheduling in the emerging high throughput grid computing context. We also survey and study the performance of several space-sharing and time-sharing opportunistic scheduling policies that have been developed for high throughput computing.

Robust parallel job scheduling infrastructure for service-oriented grid computing systems

Recent trends in grid computing development is moving towards a service-oriented architecture. With the momentum gaining for the service-oriented grid computing systems, the issue of deploying support for integrated scheduling and fault-tolerant approaches becomes paramount importance. To this end, we propose a scalable framework that loosely couples the dynamic job scheduling approach with the hybrid replications approach to schedule jobs efficiently while at the same time providing fault-tolerance. The novelty of the proposed framework is that it uses passive replication approach under high system load and active replication approach under low system loads. The switch between these two replication methods is also done dynamically and transparently.

`Just give me someone who can hit the ground running`: an investigation into the job-ready public relations graduate

Public relations educators perform an academic and vocational balancing act. Employers demand graduates with developed vocational skills. In the meantime, academics strive to provide students with work skills as well as solid theoretical base, and to also address emerging issues. This paper uses a case study in Geelong, Victoria to examine what Australian regional employers see as desirable attributes in public relations graduates. It then explores how educators address the needs of the employers as well as the needs of the public relations profession.

The role of workplace health promotion in addressing job stress

The enormous human and economic costs associated with occupational stress suggest that initiatives designed to prevent and/or reduce employee stress should be high on the agenda of workplace health promotion (WHP) programmes. Although employee stress is often the target of WHP, reviews of job stress interventions suggest that the common approach to combating job stress is to focus on the individual without due consideration of the direct impacts of working conditions on health as well as the effects of working conditions on employees' ability to adopt and sustain ‘healthy’ behaviours. The purpose of the first part of this paper is to highlight the criticisms of the individual approach to job stress and to examine the evidence for developing strategies that combine both individual and organizational-directed interventions (referred to as the comprehensive approach). There is a risk that WHP practitioners may lose sight of the role that they can play in developing and implementing the comprehensive approach, particularly in countries where occupational health and safety authorities are placing much more emphasis on identifying and addressing organizational sources of job stress. The aim of the second part of this paper is therefore to provide a detailed description of what the comprehensive approach to stress prevention/reduction looks like in practice and to examine the means by which WHP can help develop initiatives that address both the sources and the symptoms of job stress.

Predictors of job strain experienced by employees in an Australian local government organisation

The aim of this study was to identify the work characteristics that contribute to the strain experienced by employees in a public sector organisation. The data obtained from a survey of the employees in a local government organisation was analysed to investigate variables that
would be significant predictors of employee wellbeing. Work-based support, job control and time-related pressures were identified as three work characteristics that offer valuable opportunities for boosting the health-promoting value of this organization.