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首页> 外文学位 >A qualitative perception analysis of the Business Ownership Service System (BOSS) program: A performance-based small business training program.
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A qualitative perception analysis of the Business Ownership Service System (BOSS) program: A performance-based small business training program.

机译：企业所有权服务系统（BOSS）计划的定性分析：基于绩效的小型企业培训计划。

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摘要

This study is a qualitative historical documentation and perception analysis of the Business Ownership Service System (BOSS) Program and its response to the training needs of laid off workers in Southern California during the period 1993 through December 1995.;The post-Cold War years saw changes in the national economic picture. The downsizing of military, defense, and aerospace industries in Orange and Los Angeles counties caused educated workers to be laid off. These workers had retraining options that included learning performance-based, small business skills as taught by business owners. In 1993, a collaboration of community agencies: Orange County Small Business Development Center, Santa Ana College, and business owners, funded by grant monies, initiated a skill-based, short-term entrepreneurship training project. This training project was the Business Ownership Service System (BOSS) Program.;The BOSS Program evolved from a pilot that trained 22 students in entrepreneurship into a fully-articulated small business ownership system of skills which graduated 141 new business owners by December 1995.;The objective of the BOSS model was to focus the students' attention on developing a Business Plan. This was the curriculum backbone. Small business owners delivered training in their areas of expertise. Students learned real-world concepts, skills, and practiced business ownership tools alongside these business professionals.;Perceptions of graduates reinforced the value of Business Plan creation and the practice of business skills prior to starting business. Graduates valued the use of business practitioners as trainers as a significant Program feature. Seven conclusions from this study are: (1) Small business ownership is a self-employment alternative to seeking re-employment in industry. (2) Industry downsizing effects immediate social and economic need for job retraining for those jobs which are impacted. (3) Effective rapid-response workforce training requires collaboration: community colleges, businesses, funding sources, and community. (4) Continuous improvement process is highly effective in retraining adults. (5) Business professionals as trainers, not academics, are necessary for success of rapid-response, skill-based training. (6) BOSS model components can be proactively used in anticipating training needs of business. (7) The BOSS Program is a reliable model for workforce training in other industries.
机译：这项研究是对企业所有权服务系统（BOSS）计划及其对1993年至1995年12月间南加州下岗工人的培训需求的反应的定性历史记录和认知分析。国民经济状况的变化。橙县和洛杉矶县军事，国防和航空航天业的规模缩小，导致受过教育的工人被解雇。这些工人可以进行再培训，包括学习由企业主教的基于绩效的小型企业技能。 1993年，社区机构（橙县小企业发展中心，圣安娜学院和企业主）的合作由赠款资助，发起了一项基于技能的短期企业家培训项目。该培训项目是企业所有权服务系统（BOSS）计划。BOSS计划从对22名学生进行创业培训的试点发展为全面阐述的小企业所有权技能体系，到1995年12月，该体系使141名新的企业所有者毕业。 BOSS模型的目的是将学生的注意力集中在制定业务计划上。这是课程的骨干。小型企业主在其专业领域提供了培训。学生与这些业务专业人士一起学习了现实世界的概念，技能和实践的业务所有权工具。；毕业生的感知力增强了业务计划创建和开始业务之前的业务技能实践的价值。毕业生重视使用商业从业人员作为培训师，这是该计划的一项重要功能。这项研究得出的七个结论是：（1）小企业所有制是自谋职业，而不是寻求重新就业。 （2）行业的裁员影响了那些受影响的工作对培训工作的社会和经济需求。 （3）有效的快速反应劳动力培训需要协作：社区学院，企业，资金来源和社区。 （4）持续改进过程对成年人的再培训非常有效。 （5）成功地进行基于技能的快速响应培训是必需的，而不是学者，而是作为培训师的业务专业人员。 （6）可以主动使用BOSS模型组件来预测业务的培训需求。 （7）BOSS计划是其他行业劳动力培训的可靠模型。

著录项

  • 作者

    Fox, Susan Stuart.;

  • 作者单位

    Pepperdine University.;

  • 授予单位 Pepperdine University.;
  • 学科 Education Community College.;Education Adult and Continuing.;Education Business.;Education Higher.
  • 学位 Ed.D.
  • 年度 2005
  • 页码 239 p.
  • 总页数 239
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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