The Market Development of Children’s Go Training and the Difficulty and Countermeasure Analysis of Go Training

The children’s Go training market is experiencing vigorous growth but also faces several challenges.As the importance of Go in cultural education increases,the market expands,with growing demand and involvement from training and educational institutions.However,the market encounters difficulties such as a shortage of high-quality Go coaches,uniformity in training content and methods,and high training costs.To address these issues,measures can be taken to strengthen the team of Go coaches,diversify training content and methods,and optimize the training cost structure,thereby promoting the healthy development of the children’s Go training market.

Training and Development of the International US Executive

The international US executive in foreign assignments faces more obstacles than his counterpart for domestic assignments. He has to pursue better coping skills for： cultural, communication and language, self-capability, stress management, and adjustment issues in the foreign settings. Premature return can be obviated through improved pre-departure training and post-arrival mentoring. US expatriates who are selected for foreign assignments in culturally distant and operationally different countries have an especially important need for their development and training. The challenge to adapt and become functional and fluent in the local surroundings in a very short time is very difficult for the expatriate. The expatriate＇s strange and difficult-to-fathom foreign environment causes him to be anxious as he works hard to adjust and be effective. The obstacles of dealing with the different business customs, social etiquette, and language differences make it difficult for communication, operating environments, and building professional relationships in an appropriate manner. He has to deal with the strangeness and unfamiliarity during the initial period after his arrival in the foreign country. This is further compounded by the pressing need for him to show good performance and produce results in his foreign assignment. He struggles to adjust and to perform the technical aspects of his task.

Training and Development Strategies for Senior and Middle Level Managers with the Purpose of Learning Organizations

In the presence of dynamic organizational environment and a growing supply of‘knowledgeable employees’which require more professional managers to address their fast changing and increasing needs,senior and middle level managers are now required to keep up with the dynamic and learning environment more than ever.In order to train senior and middle level managers,the article has recommended four perspectives to encourage the development of learning manager.The first aspect for senior and middle level mangers is to integrate learning talents into their practices.The second point is to encourage managers to provide strong support for individuals and teams to develop a learning organization.The third point encourages learning managers and organizations to be composed into the culture of the organization.The last point advocates for more open and free dissemination of information and knowledge to be allowed within an organization.

High-Speed EMU TCMS Design and LCC Technology Research

This paper introduces the high-speed electrical multiple unit （EMO） life cycle, including the design, manufacturing, testing, and maintenance stages. It also presents the train control and monitoring system （TCMS） software development platform, the TCMS testing and verification bench, the EMU driving simulation platform, and the EMU remote data transmittal and maintenance platform. All these platforms and benches combined together make up the EMU life cycle cost （LCC） system. Each platform facilitates EMU LCC management and is an important part of the system.

Talent Management to Support the Transformation of Human Resource

This paper discusses talent management to support Human Resource （HR） tranformation and analyzes the role and the function of Human Resource Management （HRM）, how it is expected to be in the future for any organization. The discussion about the relation between HRM, talent management/talent pool, training and development, and HR preparation for leader＇s candidates （succession） required by every organization to maintain its existence and competitive advantage, is raised in this paper, using literatures/content analyzes and descriptive explanation. Based on the analysis, HRM in the future should be involved more directly in overall people-related business process in order to support the competitive advantage of organization. The role of HRM is no longer limited to the administration, but has shii^ed into a strategic partner and change agent. Talent management can be applied to the fields of business and education in order to achieve superior performance. Appropriate talent management can be used as a strategy to improve organizational performance. Talent management application that is consistent with the goals, strategies, and values of the organization will provide a positive impact on organizational performance.

Competitive Advantage: A Study of Saudi SMEs to Adopt Data Mining for Effective Decision Making

It is very important for organizations to develop a competitive advantage for long-term survival in the market. For this purpose, the main objective of the study was to assess the role of data mining and employee training & Development to gain a competitive advantage. Moreover, the mediating role of personnel role and knowledge management is also assessed in the present study. The data in the present study were collected from the employees of SMEs in KSA using convenient sampling. The response rate of the study was 58.36%. For the analysis of the collected data, the study used PLS 3.2.9. The findings of the study reveal that data mining and training and development plays an important role for organizations to gain a competitive advantage through Knowledge management and personnel role. The findings of the study fill the gap of limited studies conducted regarding SMEs of KSA to gain a competitive advantage. The findings of the study are helpful for the policymakers of SMEs around the globe.

Critical Review of Literature on Radiologic Technology Education Program Evaluation

Curriculum has achieved a varied record of success in influencing health based practices and developing professional skills. Designing and implementing an effective radiologic technology educational program curriculum requires a disciplined pedagogical approach where the instructor performs a thorough situational analysis, develops a theory based and pragmatic learning plan, and implements a course of study in accordance with the established educational guidelines and requirements. Diligent efforts are needed to enhance the relationship amongst curriculum developers and evaluators. The collection of information at the formative stage: followed by process evaluation to assess implementation as the curriculum progresses, and summative evaluation to assess impact is required for accreditation of program in the United States by the Joint Review Committee for Education in Radiologic Technology. Formative evaluation research is used to enhance effectiveness of the curriculum, guide development of teaching and learning strategies, and reveal promising and ineffective components of curriculum. This review of literature provides evidence as to what is considered to be the best practice in the program evaluation/accreditation process.

AI-Enabled High-Quality Development of Teaching Research:Theoretical Framework,Practice Blueprint,and Development Vein of Intelligent PrecisionTeaching Research

Intelligent technology will change the measures,concepts,and methods of teaching research which should be not merely precision but intelligent.Intelligent precision teaching research will become the new method and form of the development of teaching research in the era of intelligence.The paper brings forth the theoretical framework of intelligent precision teaching research,including its definition,characteristics,technological environment,and approaches,and designs the practice blueprint of“one center,two paths,three principles,four objectives,and five tasks.”It introduces the initial effects of the practice of intelligent precision teaching research and looks forward to the future prospects of this practice.

Comparative Analysis of Human Resource Develop- ment between Different Countries under the Vision of Competition

Based on a literature review from English language journals related to the field of human resource development(HRD),the conceptual framework for this study was derived from the models developed by American Society for Training and Development(ASTD)for HRD practice.This study compared and analyzed the similarities and differences in HRD roles,key work dimensions,and practitioner competencies through the competitive vision of different countries,including China,US,UK,Germany,Japan,India,Singapore,and Korea.This comparative study not only described the HRD position of Chinese enterprises under the international HRD coordinates but also indicated how these differences inspire HRD in China.